Optic nerve sheath diameter on sonography in idiopathic intracranial hypertension versus normal

Objective: To compare the mean optic nerve sheath diameter [ONSD] in patients with idiopathic intracranial hypertension [IIH] versus normal healthy individuals using B-scan ultrasonography as diagnostic tool

Study Design: Cross-sectional analytical study

Place and Duration of Study: Armed Forces Institute of Radiology and Imaging, Rawalpindi, Pakistan, from June to December 2015

Methodology: Participants aged 30 - 50 years were divided into two groups. Group A [GP] comprised of patients who were diagnosed cases of idiopathic intracranial hypertension while normal healthy adults who volunteered to participate in the study were included in Group B [GC]. Ocular B mode ultrasound scan was performed on all the participants and each eye was considered separately. The optic nerve head was visualized as a linear hypoechoic structure, and ONSD was measured 3 mm behind the retina. A total of three readings were taken by the same radiologist and the average of three was recorded. Mean values of both groups were compared by t-test with significance at p < 0.05

Results: Fifty-two eyes of 26 patients [26 eyes in each group] were included in the study. Twenty-four out of 26 in Group A [GP] and 23 out of 26 in Group B [GC] were females. Mean age of the patients was 33.92 +/-4.89 years in group A [GP] while it was 34.69 +/-4.79 years in group B [GC]. Mean ONSD was 6.61 +/-0.39 mm in group A [GP] and 4.33 +/-0.38 mm in group B[GC] which was significantly different [p < 0.001]

Conclusion: Ultrasound can provide a reliable, non-invasive tool to measure optic nerve sheath diameter in monitoring the patients with benign intracranial hypertension [BIH]

"Impact of team characteristics on team performance" [hospitals of Lahore Pakistan]

Objective: The main objective of the study to find out the relationship between team behaviors characteristics and team performance. This article is helpful to explore the relationship between team behavior, characteristics and performance of the in terms of role clarity, openness to change, goal motivation and cohesion

Study Design: Observational / descriptive / cross sectional study

Place and Duration of Study: This study was conducted in Global Institute [CFE Campus] Lahore from January 2015 to July 2015

Materials and Methods: Samples were collected from the medical directors of public and private hospitals of Lahore. Questionnaire was conducted in the form of closed ended question. Survey was conducted from June. During the survey, overall 35 questionnaires were distributed. Participant responded the questionnaire on scale of 1 to 5

Results: The overall adjusted R-square is [0.739] its mean that the team performance is 73.9% depends upon these factor in this research we also analysis the factor individually. Cohesion is only variable that contributes only [0.100] 10%, Role Clarity [0.421] 42.1%, Goal Motivation [0.403] 40.3% and openness to change is [0.264]26.4% respectively. All the variables are highly significant other than cohesion

Conclusion: Medical Directors of Public and Private Hospitals are agreed with the statement regarding team performance, role clarity, goal motivation, openness to change

Relationship of corporate social employees responsibility [CSR] with job attitude and behavior: employee's perception.[a study of public and private hospitals in Lahore Pakistan]

The main objective of the study to find out the relationship between Corporate Social Responsibility [CSR] with Job attitude and behavior that how employee [paramedical and administration] of a hospital take care of their patients. Cross sectional study: This study was carried out in the Global Institute [CFE Campus] Lahore from March 2014 to July 2014. Sampling frame collected from employees and managers who are working in various hospitals of Lahore. Non-probability sampling techniques are used which does not involve random selection. Questionnaire was conducted in the form of closed ended question. Survey was conducted from June. During the survey, overall 204 questionnaires were distributed. Participant responded on the questionnaire on a scale of 1 to 5. The highest value is job behavior [0.763] factor which is 76.3% and it shows that the employee perception of CSR has greater influence by the job behavior factor as compare to the other variables. Mostly employee behavior with their organization is effective and their work with their colleague is done efficiently to guide and help the staff.The ratio of job attitude factor is 5.2% which shows that this factor also influences the employee perception of CSR less than the job behavior factor. Moreover the ratio of job attitude factor is 5.2% which means that job attitude toward organization is not positive. Adjusted R square 0.347 are the dependent variable. Overall whole dependent variable is significant. The R-square of the regression is 35.3% which shows the variation in dependent variable that is predicted by independent variables. The adjusted r-square is 34.7%.This study found that employees CSR perception has effects on employees work outcomes. Employees play an important role in their organizations and their perception of CSR will influence their subsequent work outcomes. The CSR programs would benefit both corporations and their employees. Organizations would also benefit from effectively interacting with their employees on CSR issues

impact of training and development on employee's performance on private and public hospitals in Lahore, Pakistan

To find out the relationship between the training and development on employee performance in hospitals. Descriptive and quantitative, cross sectional study. This study was carried out at National Institute of Business Administration and in private and public hospitals, Lahore from 5[th] February 2013 to 1[st] August 2013. The independent variables are training and development and employee performance is dependent variable Hypothesis are proposed. Non-probability and simple convenience sampling used for research purpose. Data was collected from the respondents through questionnaires. About 100 Questionnaires were distributed and collected. The study states that there is a positive correlation between training and employee performance. The value of R[2] is 0.407 which means that 40.7 % variation in the employee's performance is brought by training and development programs. The value of B[0] is 1.85 which interprets that if there is no investment in training then employee performance will be 1.85. The value of B1 is 0.407 which means that if there is 1% change in training there will be 40.7% change in employee performance. The subjected study is directly related to the role of training in increasing the performance of employees and it is found that training plays an effective role in enhancing the capabilities of both new and current employees

Frequency of hypertension in stroke patients presenting at Ayub teaching hospital

Stroke is a frequent medical problem occurring in patients with hypertension and other risk factors. The objective of this study was to find the frequency of hypertension as important risk factor in stroke patients presenting at Medical 'B' unit of Ayub Teaching Hospital, Abbottabad from November 2003 to January 2005. Patients who clinically presented with features of stroke and then confirmed on C.T scan were included in this study. Other underlying risk factors were diabetes mellitus, smoking, cardiovascular disease and dyslipidemia. Hypertension was found to be the most common risk factor in current study. Out of 91 cases, 51 [56.04%] were suffering from hypertension. Thirty five patients were male and sixteen patients were female. Peak stroke prone age was 61-70 years in males and 51-60 years in females. Hypertension is the leading risk factor of stroke. It is therefore essential to detect and treat hypertension at its outset