Cobertura florestal secundária em pequenas propriedades rurais na Amazônia: implicações para a agricultura de corte e queima.

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Conformidade com as diretrizes de exploração de impacto reduzido por empresas madeireiras em florestas de terra firme da Amazônia brasileira.

A auto-avaliação das práticas de manejo florestal deve ser uma atividade corriqueira em qualquer empresa florestal. Tal como qualquer atividade ou processo de produção, o controle regular da qualidade previne problemas futuros com a fabricação de produtos e ou com a aplicação de métodos e processos. As práticas de manejo de florestas tropicais requerem, pela própria complexidade desse ecossistema, que a qualidade das operações seja periodicamente monitorada pelo gerente de campo, não somente para garantir a produtividade desejada, como também para evitar surpresas desagradáveis, caso o órgão ambiental encontre atividades sendo realizadas fora dos padrões mínimos estabelecidos em legislação. Este trabalho relata a experiência com a aplicação da ferramenta que, após os testes de campo, deu origem àquela que foi batizada de Monitoramento de Operações Florestais (MOP). Sua aplicação possibilita que o gerente de campo garanta a qualidade de suas operações, seja para atender a padrões de certificação florestal ou dos órgãos ambientais.bitstream/item/27855/1/Doc312.pdfDisponível também on-line

Diretrizes técnicas para a exploração de impacto reduzido em operações florestais de Terra Firme na Amazônia Brasileira.

Apresentação geral das diretrizes técnicas. Diretrizes para as atividades pré-exploratórias. diretrizes para as atividades de exploração florestal. Diretrizes para as atividades pós-exploratórias.bitstream/item/63188/1/Oriental-Doc64.pd

Effects of the Low-Dose, High-Frequency Cardiopulmonary Resuscitation Education on Nurses’ Competency and Confidence

Background: Despite advances in resuscitation science, sudden cardiac arrest remains a leading cause of death in the United States, with substandard intra-hospital survival-to-discharge rates. High-quality resuscitation skills for nurses are needed, including effective cardiopulmonary resuscitation (CPR) education. Methods: This study followed a quantitative, four-group, cross-sectional correlational approach and aimed to measure the relationship between competency and confidence when using the low-dose, high-frequency CPR educational method over time. The Modified Basic Resuscitation Skills Self-Efficacy Scale was used to measure confidence, and the Resuscitation Quality Improvement (RQI) program measured competency. Results: The results came from a sample size of 100 participants, with 25 participants in each group. The statistical analysis was completed using descriptive statistics, Pearson’s and Spearman’s correlation, one-way Welch ANOVA (analysis of variance), and the Kruskal-Wallis H test. The study\u27s results revealed a gradual and statistically significant difference in competency and confidence scores in the exposure groups of the low-dose, high-frequency program. Also, the results identified a strong, positive correlation between competency and confidence in the CPR skills of nurses within the hospital setting with exposure to the low-dose, high-frequency CPR educational model over time. Discussion: These findings suggest that the low-dose, high-frequency model of CPR education effectively counters CPR skill decay by fostering competency and confidence in the nursing staff

An X-ray spectral survey of the disc of M31 with XMM-Newton

We present the results of a complete spectral survey of the X-ray point sources detected in five XMM-Newton observations along the major axis of M31 but avoiding the central bulge, aimed at establishing the population characteristics of X-ray sources in this galaxy. We obtained background subtracted spectra and lightcurves for each of the 335 X-ray point sources detected across the five observations from 2002. We also correlate our source list with those of earlier X-ray surveys and radio, optical and infra-red catalogues. Sources with more than 50 source counts are individually spectrally fit in order to create the most accurate luminosity functions of M31 to date. Based on the spectral fitting of these sources with a power law model, we observe a broad range of best fit photon index. From this distribution of best fit index, we identify 16 strong high mass X-ray binary system candidates in M31. We show the first cumulative luminosity functions created using the best fit spectral model to each source with more than 50 source counts in the disc of M31. The cumulative luminosity functions show a prominent, statistically significant flattening in the X-ray luminosity LX interval 37.0 \lesssim log LX erg s-1 \lesssim 37.5. Such a feature may also be present in the X-ray populations of several other galaxies, but at a much lower statistical significance. We investigate the number of AGN present in our source list and find that above LX ~1.4x1036 erg s-1 the observed population is statistically dominated by the point source population of M31.Comment: accepted by A&A. 24 pages, 6 figures, 7 table

Bilingual Dual-Role Staff Interpreters in the Health Care Setting: Factors Associated With Passing a Language Competency Test

Although using trained interpreters can improve care for patients with limited English proficiency, using untrained interpreters may impair it. Without a valid language skills test for interpreters, it is difficult for health care organizations to identify bilingual staff who can serve in a dual role as interpreters. We hypothesized that individuals born outside the U.S. with a higher education level and prior interpreting training and reporting high confidence in interpreting abilities would be more likely to pass a test to function as a dual-role interpreter. We surveyed and tested 387 dual-role interpreters in a large, integrated health care organization. There was a positive association between the above factors and passing the test. Studies like these may help health care organizations to better screen dual-role interpreters. Until standards for interpreters are developed, anyone asked to function as an interpreter in a health care setting, including dual-role interpreters, should undergo testing

Implementation of the Resuscitation Quality Improvement Program in a System of Hospitals: A Map for Success

Introduction: To prevent cardiopulmonary resuscitation (CPR) skills decay, the International Consensus on Resuscitation suggested retraining every three to six months. Current retraining practices nationwide exceed one to two years, suggesting that clinical staff\u27s CPR skills are rarely at optimum proficiency. The Resuscitation Quality Improvement (RQI) program offers skills decay prevention through quarterly sessions. This manuscript addresses the challenges and opportunities of implementing the RQI program in a hospital system to increase CPR skills quality and cost-savings. Purpose & Methods: This manuscript describes the challenges and opportunities of implementing the RQI program as a quality improvement initiative in a system of hospitals and serves as a guide for implementation at similar institutions considering the adoption of RQI-basic life support (BLS). Results: Multiple successes and challenges were identified during the program implementation. Challenges included learning management system integration and RQI station damage. Successes included a 47% improvement in clinical staff’s psychomotor CPR skills (i.e., compressions, ventilation, and chest compression fraction) and a $1.6 million cost avoidance for the system of hospitals. The RQI program implementation significantly increased the psychomotor skills of the RQI users, satisfaction, staff productivity, and cost avoidance. Discussion: Although implementing the RQI in a system of hospitals brought many challenges, the overall improvement in staff CPR skills and cost-avoidance superseded the cost-benefit analysis and justified its implementation. Implementing this program promotes superior CPR skills that could improve patient outcomes

IUFRO International Symposium: Integrated management of neotropical rain forests by industries and communities: Applying research results, involving stakeholders and defining policy.

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Exploring Workplace Incivility and Bullying in Healthcare Workers in a South Florida Community Hospital

Introduction: Workplace incivility and bullying are concerning issues in healthcare with detrimental consequences for healthcare workers (HCW) and healthcare organizations. Organizational leaders’ recognition of incivility/bullying within healthcare organizations, and their sources, is imperative to prevent and/or address issues by creating “zero tolerance” work environments. The purpose of this cross-sectional, descriptive study was to explore HCWs’ experiences with incivility and bullying at a South Florida community hospital. Methods: A convenience sample of HCWs at a South Florida community hospital were recruited to voluntarily complete the Nursing Incivility Scale. Results: A sample of 325 HCWs responded to the survey. The results showed general incivility as the highest source across all HCWs, with certified nursing assistants having the highest level of incivility across all sources (general, nurse, supervisor, physician, and patients). Correlative analysis showed statistically significant relationships between several sources of incivility (general, supervisor, physician, and patient; r = .250 to .390) for those reporting past experiences with incivility/bullying, and healthcare role and physician incivility (r = -.224). Independent t tests and one-way ANOVA showed statistically significant differences. Of note, compared to other HCW roles, registered nurses reported physicians as their highest source of incivility. Discussion: Workplace incivility/bullying is a serious issue in healthcare across all disciplines and roles, requiring healthcare organization leaders’ awareness and subsequent interventions to prevent and address its occurrence. The results of this study provide necessary insight for hospital organization leaders as they endeavor to create and nurture “zero tolerance” work environments. Keywords: workplace incivility, workplace bullying, workplace violence, zero toleranc