Relevant bibliographies by topics / American College of Hospital Administrators

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  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers

Academic literature on the topic 'American College of Hospital Administrators'

Author: Grafiati
Published: 4 June 2021
Last updated: 24 January 2023

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Journal articles on the topic "American College of Hospital Administrators"

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Ikbal, Feroz. "Beyond Accreditation: Issues in Healthcare Quality." International Journal of Research Foundation of Hospital and Healthcare Administration 3, no. 1 (2015): 1–4. http://dx.doi.org/10.5005/jp-journals-10035-1028.

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ABSTRACT In the last few years, there is an increased interest among Indian Healthcare institutions to get accredited from bodies, such as national accreditation board for hospitals and healthcare providers (NABH), Joint Commission International (JCI), Australian Council on Healthcare Standards (ACHS), and college of american pathologists Laboratory accreditation programme (CAP), etc. Hospital administrators, clinicians, academicians, promoters of the hospitals, policy makers and even government feel that accreditation is a panacea for all the problems associated with healthcare quality. But with the incidence of fire in one of the NABH accredited hospital in a metropolitan city, questions began to be asked on the correlation between quality and accreditation. Most of the hospitals use accreditation as a promotional tool, rather than a tool for continuous quality improvement. Often the entire focus of quality in a hospital is confined to the process of accreditation and re-accreditation. Time has come to think on the entire process of accreditation of hospitals in India, though it has a history of less than a decade. This paper intends to discuss various issues of quality in hospitals, outside the realms of accreditation. Need for strengthening and re-engineering the accreditation is also discussed. Accreditation essentially identifies the capability of the hospital to deliver quality care. It does not assure that hospitals delivers quality care. This aspect of accreditation has been often forgotten by the various stakeholders in healthcare. In this paper, an attempt is made to discuss other issues of quality, such as spurious drugs, quality of biomaterials, such as stents and biomedical equipments, quality of human resources, etc. which are often neglected by health institutions in its obsession to accreditation. How to cite this article Ikbal F. Beyond Accreditation: Issues in Healthcare Quality. Int J Res Foundation Hosp Healthc Adm 2015;3(1):1-4.
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Lee, Louis C., H. David Reines, Michael J. Sheridan, Barbara E. Farmer, John Martin, and Michael Duan. "Apples and Oranges." American Journal of Medical Quality 26, no. 6 (August 10, 2011): 474–79. http://dx.doi.org/10.1177/1062860611401652.

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The National Surgical Quality Improvement Program (NSQIP) is used by the American College of Surgeons to measure and report surgical quality and outcomes. Premier’s Quality Manager (QM) generates expected outcomes from patient charts. The authors compared observed NSQIP morbidity and mortality outcomes with those predicted by QM. NSQIP data for 1919 patients were entered into QM. The discriminatory accuracy of the QM model was assessed using the C statistic (1.0 implies perfect discrimination, and 0.5 implies no discrimination). NSQIP and QM both identified 51 deaths (C statistic, 0.91). NSQIP identified 478 postoperative occurrences, whereas QM predicted 714 patients with at least 1 complication; 223 of these were subclassified as patients with at least 1 morbid complication (C statistic, 0.83). QM did not perform as well in predicting the observed NSQIP morbidities. Surgical leaders and hospital administrators must critically evaluate products before adopting programs designed to improve patient outcomes or making decisions regarding physician practice.
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Novis, David A., Suzanne Nelson, Barbara J. Blond, Anthony J. Guidi, Michael L. Talbert, Pamela Mix, and Peter L. Perrotta. "Laboratory Staff Turnover: A College of American Pathologists Q-Probes Study of 23 Clinical Laboratories." Archives of Pathology & Laboratory Medicine 144, no. 3 (July 17, 2019): 350–55. http://dx.doi.org/10.5858/arpa.2019-0140-cp.

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Context.— Knowledge of laboratory staff turnover rates are important to laboratory medical directors and hospital administrators who are responsible for ensuring adequate staffing of their clinical laboratories. The current turnover rates for laboratory employees are unknown. Objective.— To determine the 3-year average employee turnover rates for clinical laboratory staff and to survey the types of institutional human resource practices that may be associated with lower turnover rates. Design.— We collected data from participating laboratories spanning a 3-year period of 2015–2017, which included the number of full-time equivalent (FTE) staff members that their laboratories employed in several personnel and departmental categories, and the number of laboratory staff FTEs who vacated each of those categories that institutions intended to refill. We calculated the 3-year average turnover rates for all laboratory employees, for several personnel categories, and for major laboratory departmental categories, and assessed the potential associations between 3-year average all laboratory staff turnover rates with institutional human resource practices. Results.— A total of 23 (20 US and 3 international) participating institutions were included in the analysis. Among the 21 participants providing adequate turnover data, the median of the 3-year average turnover rate for all laboratory staff was 16.2%. Among personnel categories, ancillary staff had the lowest median (11.1% among 21 institutions) and phlebotomist staff had the highest median (24.9% among 20 institutions) of the 3-year average turnover rates. Among laboratory departments, microbiology had the lowest median (7.8% among 18 institutions) and anatomic pathology had the highest median (14.3% among 14 institutions) of the 3-year average turnover rates. Laboratories that developed and communicated clear career paths to their employees and that funded external laboratory continuing education activities had significantly lower 3-year average turnover rates than laboratories that did not implement these strategies. Conclusions.— Laboratory staff turnover rates among institutions varied widely. Two human resource practices were associated with lower laboratory staff turnover rates.
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Hawkins, Joy L., Charles P. Gibbs, Miriam Orleans, Gallice Martin-Salvaj, and Brenda Beaty. "Obstetric Anesthesia Work Force Survey, 1981 versus 1992." Anesthesiology 87, no. 1 (July 1, 1997): 135–43. http://dx.doi.org/10.1097/00000542-199707000-00018.

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Background In 1981, with support from the American Society of Anesthesiologists and the American College of Obstetricians and Gynecologists, anesthesia and obstetric providers were surveyed to identify the personnel and methods used to provide obstetric anesthesia in the United States. The survey was expanded and repeated in 1992 with support from the same organizations. Methods Comments and questions from the American Society of Anesthesiologists Committee on Obstetrical Anesthesia and the American College of Obstetricians and Gynecologists Committee on Obstetric Practice were added to the original survey instrument to include newer issues while allowing comparison with data from 1981. Using the American Hospital Association registry of hospitals, hospitals were differentiated by number of births per year (stratum I, > or = 1,500 births; stratum II, 500-1,499 births; stratum III, < 500 births) and by U.S. census region. A stratified random sample of hospitals was selected. Two copies of the survey were sent to the administrator of each hospital, one for the chief of obstetrics and one for the chief of anesthesiology. Results Compared with 1981 data, there was an overall reduction in the number of hospitals providing obstetric care (from 4,163 to 3,545), with the decrease occurring in the smallest units (56% of stratum III hospitals in 1981 compared with 45% in 1992). More women received some type of labor analgesia and there was a 100% increase in the use of epidural analgesia. However, regional analgesia was unavailable in 20% of the smallest hospitals. Spinal analgesia for labor was used in 4% of parturients. In 1981, obstetricians provided 30% of epidural analgesia for labor; they provided only 2% in 1992. Regional anesthesia was used for 78-85% (depending on strata) of patients undergoing cesarean section, resulting in a marked decrease in the use of general anesthesia. Anesthesia for cesarean section was provided by nurse anesthetists without the medical direction of an anesthesiologist in only 4% of stratum I hospitals but in 59% of stratum III hospitals. Anesthesia personnel provided neonatal resuscitation in 10% of cesarean deliveries compared with 23% in 1981. Conclusions Compared with 1981, analgesia is more often used by parturients during labor, and general anesthesia is used less often in patients having cesarean section deliveries. In the smallest hospitals, regional analgesia for labor is still unavailable to many parturients, and more than one half of anesthetics for cesarean section are provided by nurse anesthetists without medical direction by an anesthesiologist. Obstetricians are less likely to personally provide epidural analgesia for their patients. Anesthesia personnel are less involved in newborn resuscitation.
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Robillard, Julie M., Stephanie C. Bourne, Mallorie T. Tam, Patricia M. Page, Elizabeth A. Lamb, Carmina Gogal, Erik D. Skarsgard, and Kourosh Afshar. "Improving the paediatric surgery patient experience: an 8-year analysis of narrative quality data." BMJ Open Quality 9, no. 2 (May 2020): e000924. http://dx.doi.org/10.1136/bmjoq-2020-000924.

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BackgroundNarrative data about the patient experience of surgery can help healthcare professionals and administrators better understand the needs of patients and their families as well as provide a foundation for improvement of procedures, processes and services. However, units often lack a methodological framework to analyse these data empirically and derive key areas for improvement. The American College of Surgeons National Surgical Quality Improvement Program (ACS NSQIP) is aimed at improving the quality of surgical care by collecting patient data and reporting risk-adjusted surgical outcomes for each participant hospital in the programme. Though qualitative data about patient experience are captured as part of the NSQIP database, to date no framework or methodology has been proposed, or reported on, to analyse these data for the purposes of quality improvement. The goal of this study was to demonstrate the feasibility of using content analysis to empirically derive key areas for quality improvement from a sample of 3601 narrative comments about paediatric surgery from patients and families at British Columbia Children’s Hospital.Study designThematic content analysis conducted on a total of 3601 patient and family narratives received between 2011 and 2018.ResultsOverall satisfaction with care was high and experiences with healthcare providers at the hospital were positive. Areas for improvement were identified in the themes of health outcomes, communication and surgery timelines. Results informed follow-up interprofessional quality improvement initiatives.ConclusionsRecording and analysing patient experience data as part of validated quality improvement programmes such as ACS NSQIP can provide valuable and actionable information to improve quality of care.
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Rives, T. E., C. Hecht, A. Wallace, and R. Gandhi. "(P2-82) Developing and Implementing an Emergency Preparedness and Trauma Research Program in a New Level One Trauma Center." Prehospital and Disaster Medicine 26, S1 (May 2011): s163. http://dx.doi.org/10.1017/s1049023x11005279.

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Our level one trauma center with a service area covering a population of approximately four-million people treats approximately 80,000 patients per year. In 2010, we anticipate more than 23,000 patients admitted, and to experience more than 850,000 patient encounters within the network. Trauma research is an important component to any level one trauma center, as well as a requirement of the American College of Surgeons/Committee on Trauma (ACS/COT). Our trauma center has recently gained level one designation and began an emergency preparedness research and trauma research (EPR/TR) program in earnest. We are fortunate to have support from executive administrators. Stewardship is a necessary element of our planning, in part because we are a county hospital serving a large uninsured patient population. The following are a few of the necessary steps we took to build an (EPR/TR) department from the beginning, to the point of submitting abstracts, manuscripts, funding grants, and presentations to regional, national, and international conferences, journals, and agencies. Structure the Emergency Preparedness Office to be a component of Trauma Services, allowing a unique opportunity for real-time disaster and mass casualty research. Secure a commitment from senior executives. Secure an experienced researcher, capable of research administration. Ensure the (EPR/TR) director, trauma medical director, trauma services director, and emergency preparedness coordinator can be a cohesive team with complimentary skills. Encourage trauma surgeons to perform research with assistance from the (EPR/TR) Office. Seek federal and foundation funding. Seek alliances with appropriate consortiums and associations. Develop a research relationship with pre-hospital emergency services. The above steps represent only some of the components used to build our (EPR/TR) department. We anticipate the planned expansion of the above steps will take our EPR/TR to the next level and increase extramural funding.
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Klemp, Jennifer R., Heather Vanbebber, Tanya Folker, Lisa Serig, Tim Metcalf, Audrey Roberts, Meredith Cooper, and Debbie Fernandez. "A health system wide approach to the delivery of survivorship care plans." Journal of Clinical Oncology 36, no. 7_suppl (March 1, 2018): 42. http://dx.doi.org/10.1200/jco.2018.36.7_suppl.42.

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42 Background: Survivorship care plans (SCPs) are recognized by organizations including the American Society of Clinical Oncology and the American College of Surgeons Commission on Cancer, as a best practice for improving survivor care. Little evidence supports this and hospitals and cancer centers are scrambling to meet deadlines for SCP development and delivery. The University of Kansas Cancer Center (KUCC) addressed this utilizing electronic health record (EHR) integration, developing a health system wide approach to education and delivery, and building referral workflows to primary care and specialists. We report on this approach to developing and growing a survivorship care program. Methods: KUCC is a NCI designated cancer center within an academic medical center and health system, with 11 outpatient locations across the Kansas City. Under the guidance of a multidisciplinary team: providers, health care informatics, administrators, nursing, tumor registry, quality improvement, and researchers, KUCC developed a step-wise process to deliver comprehensive survivorship care across the health system. This multi-year initiative aligned with institutional accreditation standards and an ongoing focus on expanding evidence based, comprehensive cancer and supportive care. Results: In 2014 a formal survivorship program plan was put into action: Support from leadership, providers, research priority; Staff and patient survivorship education & training; Integrated delivery of survivorship care at all locations with direct interaction and feedback from cancer care teams; Short & long-term programmatic goals; Management and referral of late effects of cancer; EPIC integrated SCP template: auto-populated, customized, personalized; treatment summary uses tools that pull in data stored discreetly in the patient "file"; SCP delivery targeting COC phase-in timeline: 2015: n= 539 (10% projection n= 434); 2016: n= 1,355 (25% projection n=1,253). Conclusions: This step-wise, integrated approach to survivorship care has resulted in a health system wide delivery of SCPs and meeting national accreditation standards. Next steps include the evaluation of cost and clinical/patient reported outcomes.
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Pulimood, Benjamin M. "Management Training for Hospital Administrators." Vikalpa: The Journal for Decision Makers 12, no. 3 (July 1987): 65–68. http://dx.doi.org/10.1177/0256090919870308.

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Just befme taking over as the Director of Christian Medical College and Hospital, Vellore, Dr Benjamin Pulimood spent a few months at the Indian Institute of Management, Ahmedabad. He took keen interest in the PGP students and attended several seminars and courses. Major hospitals today have large budgets and immense problems of administration. Given these complexities, Dr Pulimood feels that management training would be useful for hospital administrators. He recommends short-term. management programmes for medical experts who have to administer large hospitals.
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Varghese, Sara. "Ideas and Experiences." Vikalpa: The Journal for Decision Makers 13, no. 1 (January 1988): 47–52. http://dx.doi.org/10.1177/0256090919880106.

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In the July-September 1987 issue of Vikalpa, Dr Benjamin Pulimood, Director, Christian Medical College and Hospital, Vellore, discussed the relevance of management training for hospital administrators. Based on his. experience at CMC&H and the few months he spent at the Indian Institute of Management, Ahmedabad, Dr Pulimood identified the areas that hospital administrators may find useful. In agreeing with Dr Pulimood, Dr Sara Varghese presents some important differences between a private institution such as CMC&H and a government medical college and hospital and draws implications for training administrators of government hospitals.
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Phillips, Demetrice, and Karina Kasztelnik. "The International Descriptive Study of Effective Methods for the Recruitment and the Retention of Faculty in the United States." Business Ethics and Leadership 5, no. 2 (2021): 21–58. http://dx.doi.org/10.21272/bel.5(2).21-58.2021.

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This qualitative descriptive study explored what community college administrators and faculty described as being effective recruitment and retention methods for faculty at community colleges in the Northeastern United States. This study answered two research questions: what recruitment methods do administrators and American faculty at community colleges describe as being effective in the recruitment of American faculty? Also, what retention methods do administrators and American faculty at community colleges describe as being effective in the retention of American faculty? The researcher applied critical race theory to form a framework for best practices in recruiting and retaining American faculty. Data were obtained by interviewing six American faculty and surveying seven community college administrators employed at Massachusetts community colleges who were selected using purposive sampling and community college online staff directories. Using MAXQDA data analysis software, the researcher initiated data analysis using thematic analysis. Data were organized and analyzed to identify codes, categories, and themes. Data analysis resulted in six themes: hiring processes, faculty diversity, recruitment strategies, work environment, student and faculty relationships, and retention strategies. The findings of this study can benefit community college personnel by recommending recruitment and retention strategies to effectively recruit and retain American faculty. There was limited research and data available related to the recruitment and retention of African American male faculty at community colleges. The faculty and administrator participants of this study provided rich data on effective recruitment and retention methods for African American male faculty at community colleges. The critical race theory theoretical framework was summarized. Theoretical and practical implications emerged. Based on the data and new insights, implications for future research were discussed.
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Dissertations / Theses on the topic "American College of Hospital Administrators"

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Marbury, R. Kevin (Robert Kevin). "African-American Senior Administrators of Colleges and Universities in American Higher Education: Identification of Characteristics in Their Career Progression." Thesis, University of North Texas, 1992. https://digital.library.unt.edu/ark:/67531/metadc277660/.

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This study identified and compared characteristics in the career progression of African-American college presidents of institutions in the continental United States. The study was concerned with personal, educational and professional characteristics of these senior level administrators. From a population of 141 individuals, 73 presidents participated in this study. Frequencies, means, percentages, chi-square, crosstabulations and analysis of variance (ANOVA) were employed in the analysis of data. The level of significance was set at 0.05.
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Wright-Tatum, Patricia. "Job satisfaction of academic administrators at historically black colleges and universities /." free to MU campus, to others for purchase, 1999. http://wwwlib.umi.com/cr/mo/fullcit?p9946315.

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Brinkley, Stacey K. "Time out on the field : a study of the socialization experiences of African American women in intercollegiate athletics administration /." View abstract, 2006. http://www.oregonpdf.org.

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Irizarry, Zoraida. "Barriers faced by Hispanic women in higher education institutions in the state of Illinois /." View online, 2008. http://repository.eiu.edu/theses/docs/32211131458171.pdf.

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Glick, Nancy Parsons. "Job satisfaction among academic administrators at selected American colleges and universities." Thesis, University of North Texas, 1990. https://digital.library.unt.edu/ark:/67531/metadc332589/.

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The problem of this study was job satisfaction among academic administrators in selected American institutions of higher education. Its main purpose was to document the level of job satisfaction among selected U.S. college and university academic administrators.
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Evans, Lamona Nadine. "The administrative styles of presidents of black colleges in the academic novel /." Full-text version available from OU Domain via ProQuest Digital Dissertations, 1987.

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Herbrand, Laura. "Career paths of female senior student affairs officers in American four-year institutions of higher education." Virtual Press, 2001. http://liblink.bsu.edu/uhtbin/catkey/1203645.

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The purpose of this study was to describe the career paths of female senior student affairs officers (SSAOs) in American four-year institutions of higher education. Specific topics investigated included (a) demographic profile, (b) entry level and SSAO stepping stone positions, (c) work experience, (d) formal education, (e) promotion path, (f) career goals, (g) characteristics of the employing institutions, and (h) common career barriers.The population consisted of all 356 female NASPA members employed as SSAOs in American four-year institutions of higher education during the fall of 2000. A survey instrument designed by the researcher was used to gather data.The average age of female SSAOs when they were first appointed to this position was 41 years. The vast majority (81%) was White, and the most frequently reported marital status was married/partnered. Almost one-third of the SSAOs reported jobs in residence life as their entree into student affairs work. Jobs in the dean of students' office were the most frequently reported SSAO stepping stone positions. At the time they were first appointed SSAOs, they had worked an average of 14 years in higher education. Over half (51 %) held a doctorate. Over half (58%) received an internal promotion to their first SSAO position, and over half (57%) accepted this position at private institutions. For over half (55%), becoming an SSAO was a primary career goal at the time they were first appointed to this position. Close to two-thirds (66%) reported no barriers in achieving the first SSAO position.Major conclusions included: (a) student affairs positions that provide exposure, visibility, and connections provide a common career path to the SSAO position; (b) a doctorate has become a virtual necessity for women who aspire to be SSAOs; (c) women in general and minority women in particular have made gains in reaching the SSAO position.
Department of Educational Leadership
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Henry, Clifton W. Rogers Douglas W. "Career paths to the presidency of private black colleges in Texas as perceived by present and past occupants of the office." Waco, Tex. : Baylor University, 2006. http://hdl.handle.net/2104/5009.

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Freeman, Pamela Telia Barber. "Presidential profiles in higher education : perspectives from African American women /." Full-text version available from OU Domain via ProQuest Digital Dissertations, 1993.

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Wilcox, Judith Virginia Harris. "Black educational leadership in 2010 /." Access Digital Full Text version, 1989. http://pocketknowledge.tc.columbia.edu/home.php/bybib/1090282x.

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Books on the topic "American College of Hospital Administrators"

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American College of Healthcare Executives. Advancement Information Session. Advancement to diplomate manual: 1994. Chicago, Ill: American College of Healthcare Executives, 1994.

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Steven, Neuhauser, ed. Coming of age: A 60-year history of the American College of Healthcare Executives and the profession it serves, 1933-1993. Ann Arbor, Mich: Health Administration Press, 1995.

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Coming of age: The 75-year history of the American College of Healthcare Executives. Chicago, Ill: Health Administration Press, 2008.

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African American women administrators. Lanham, Md: University Press of America, 1996.

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Mimi, Wolverton, ed. Answering the call: African American women in higher education leadership. Sterling, Va: Stylus Pub., 2009.

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Pathways to higher education administration for African American women. Sterling, Va: Stylus Pub., 2012.

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William, Hoffa, Pearson John 1948-, and NAFSA: Association of International Educators (Washington, D.C.), eds. NAFSA's guide to education abroad for advisers and administrators. 2nd ed. Washington, D.C: NAFSA, Association of International Educators, 1997.

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NAFSA: Association of International Educators (Washington, D.C.), ed. NAFSA's guide to education abroad for advisers and administrators. Washington, DC: NAFSA, Association of International Educators, 2014.

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Beyond the wall: A memoir. Bloomington, IN: WestBow Press, 2010.

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Autobiography of an Azharite American: From the Nile to the Potomac. Bandar Baru Nilai, Negeri Sembilan: USIM Publisher, Universiti Sains Islam Malaysia, 2012.

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Book chapters on the topic "American College of Hospital Administrators"

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Whitlow, C. B., R. Brown, A. Teagle, S. R. Hart, S. R. Money, and S. F. Bardot. "Opportunities Offered by the American College of Surgeons National Surgical Quality Improvement Program (NSQIP)." In Optimizing Widely Reported Hospital Quality and Safety Grades, 263–73. Cham: Springer International Publishing, 2022. http://dx.doi.org/10.1007/978-3-031-04141-9_31.

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Eakins, Sheldon Lewis. "A School Model for Developing Access to Higher Education for African American." In Research Anthology on Preparing School Administrators to Lead Quality Education Programs, 293–315. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-3438-0.ch014.

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This chapter discusses the social inequalities in school choice and the racial disparities of college access. Utilizing the theories of social capital and social inclusion, the author provides a conceptual framework for developing a college-going school culture in charter schools. Through this lens, the author considers that the level of school support needs to be equitable to the varying stages of self-efficacy, academic behaviors, and post-secondary aspirations that students enter school with. The author suggests the importance of the RECIPE (rigorous curriculum, expectations, collegiality, interconnection, parental engagement, and exposure) to prepare African American students for college.
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Ellison, Alexandra. "A More Mindful Approach to College and Career Counseling." In Leading Schools With Social, Emotional, and Academic Development (SEAD), 231–46. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-6728-9.ch012.

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While social and emotional learning practices are now more common in American classrooms, counselors often have limited time and resources to devote to college counseling at all, let alone a type of counseling grounded in social and emotional awareness. The American School Counselor Association recommends a student-to-counselor ratio of 250 to 1, but the current ratio is 430 to 1. Few high school counselors have the rare luxury of only needing to focus on college and career readiness. They are up against pressures from parents, and sometimes administrators, who want to see more AP courses, higher GPAs, higher ACT and SAT scores, and more elite college acceptances. These pressures can blur a counselor's view of what is actually suitable for each individual student; this means the counselor needs to understand financial fit, social and emotional fit, and academic match for each college-bound student. This kind of holistic understanding of a student is the only way to restore a focus on student wellbeing to the college and career planning process.
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White, Derrick E. "Introduction." In Blood, Sweat, and Tears, 1–15. University of North Carolina Press, 2019. http://dx.doi.org/10.5149/northcarolina/9781469652443.003.0001.

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This book tells the history of college football at Historically Black Colleges and Universities (HBCUs) through the lens of Alonzo “Jake” Gaither’s playing and coaching career. After World War II, Gaither, as a coach, transformed Florida A&M University (FAMU) into the most dominant Black college football program over the next three decades. FAMU’s winning program was buttressed by the development of sporting congregations, a network of athletes, administrators, coaches, sportswriters, and fans that emerged in the first half of the 20th century. Finally, the growth of Black college football reflected a broader tension in African American higher education between integration and self-determination.
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Brown, Jeannette. "Chemical Engineers." In African American Women Chemists. Oxford University Press, 2012. http://dx.doi.org/10.1093/oso/9780199742882.003.0011.

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Dr. Lilia Abron is an engineer, an entrepreneur, mother, and activist who works twelve-hour days. She is another true Renaissance woman. Lilia was born at home in Memphis, Tennessee, on March 8, 1945. She was small, premature, and almost did not survive were it not for her aunt, who rushed her to the hospital in a cab because ambulances were not available to black people at the time. She was the second of four daughters of Ernest Buford Abron and Bernice Wise Abron, who were both educators. Both of her parents had attended LeMyone College. Her father entered college and played football. Because of an injury he was ineligible to serve in the military in World War II. He then worked as a Pullman porter, because his father had been a Pullman porter. After the war, when the trains were not as popular, he became a teacher in the Memphis public schools. Lilia’s mother and father were very active during the civil rights era. Lilia’s mother was from Arkansas; and she typed the briefs for Wiley Branton, defense attorney for the Little Rock Nine, the group that integrated Central High School in Little Rock, Arkansas. Because Lilia’s parents were active in Memphis society, Lilia was involved in programs that included the Girl Scouts and the church. She went to public school in Memphis, Tennessee. In 1957, the Soviet Union launched Sputnik, which led the United States to improve math and science education. The school system tracked each student’s education, even in the segregated schools. Therefore, Lilia was placed in the math and science track. This meant she participated in a science fair, which was held at Lemoyne College. In addition, she had to prepare other science projects. Her segregated schools were well equipped for science teaching. In addition to well-stocked labs, the Memphis high school that she attended offered higher-level mathematics, including algebra and introduction to calculus. She graduated from high school in Memphis and decided to go to college with the intention of studying medicine, which was the one of the few occupations available to black people at the time.
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Grant, Tanya M., and Makayla S. Dole. "The Evolution of Active Shooter Protocols on College Campuses." In Handbook of Research on Mass Shootings and Multiple Victim Violence, 289–306. IGI Global, 2020. http://dx.doi.org/10.4018/978-1-7998-0113-9.ch016.

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Roughly a decade after the substantial spike in the middle and high school massacres that occurred in the '90s, we have now seen this disturbing phenomenon arise anew on American college campuses. Overall, these horrifying, high profile acts of violence on college campuses remain relatively rare, nevertheless, academic administrators are required to manage threats of violence on an increasingly regular basis. As colleges and universities face the realities of today's educational environment, preparing for an active shooter event has become a necessity. The mass shooting at the University of Texas at Austin in 1966 has been hailed as the first major college campus-shooting incident. Since then, years of active shooting training and protocol development and evolution has taken place. A description of four of the deadliest college campus shootings (University of Texas at Austin, Virginia Tech, Oikos University, and Umpqua Community College) and the progression of the related active shooter protocols is provided.
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7

"What's Happening Today." In Student Activism as a Vehicle for Change on College Campuses, 30–51. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-2173-0.ch003.

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This chapter provides a detailed look at four recent examples of activism on American college campuses. The first of these case studies is the University of Missouri, where racial tensions following the Ferguson shooting heightened tensions among students who believed the campus was not racially accepting. The second case explores the City University of New York and their handling of faculty and graduate student contracts, salaries, and appointments. The third case presented is Seattle University, where students and administrators clashed over curricular content. The final case detailed here is the University of California's attempt to significantly raise student tuition, and how students, faculty, and the public joined forces to protest these increases.
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Bachynski, Kathleen. "The Modern Knight Errant." In No Game for Boys to Play, 9–27. University of North Carolina Press, 2019. http://dx.doi.org/10.5149/northcarolina/9781469653709.003.0002.

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This chapter examines the rise of organized American tackle football for high school and college students in the late nineteenth and early twentieth centuries. The sport became most prominently associated with white, Anglo-Saxon, protestant students at elite colleges and universities. Early safety debates turned on whether football’s physical dangers were uncivilized and “brutish,” or whether exposure to its risks fostered American ideals of civilized manliness. These ideals were in turn intertwined with dominant understandings of race, gender, and national identity. School administrators and other leaders, including President Theodore Roosevelt, saw football as preparing boys for future business and military leadership. As a consequence, they contended that the sport’s perceived violence was civilized and conferred moral benefits upon players. By the early twentieth century, football was firmly established in elite American colleges and expanding at the high school level.
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Kinchen, Shirletta. "Beauty and the Black Student Revolt." In An Unseen Light. University Press of Kentucky, 2018. http://dx.doi.org/10.5810/kentucky/9780813175515.003.0015.

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At the height of the Black Power movement, African American students, especially those attending predominantly white colleges and universities, demanded access to and inclusion in their institutions’ resources. Their demands included Black Studies and Black History programs, the end of racist practices by faculty and administrators, and more culturally sensitive programs that reflected their lived experiences. This essay examines how the Black Power movement sought to redefine the beauty aesthetic by exploring how African American students at Memphis State University in the late 1960s and early 1970s politicized the campus positions traditionally reserved for white students. In 1970 Maybelline Forbes was elected the first black homecoming queen at Memphis State. As athletic teams began to integrate during the 1960s and 1970s, black women struggled to penetrate the membership ranks of cheerleading squads, serve as homecoming queens, and join other spaces that excluded them. This essay demonstrates how these positions became contested spaces for the larger black student protest movement, thus offering a different perspective on how black activists engaged in protest on college campuses in the Black Power era.
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Bradshaw, Lauren Yarnell, and Bennett Marcia. "“So Firm a Hold”." In Persistence through Peril, 148–69. University Press of Mississippi, 2021. http://dx.doi.org/10.14325/mississippi/9781496835031.003.0008.

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Wesleyan Female College in Georgia was the first degree-granting institution for females in the United States. While many nineteenth century colleges failed, Wesleyan has remained open since its inception in 1836, including during the tumultuous American Civil War years. Campus resilience during the war manifested itself in numerous ways; students practicing military maneuvers on campus, college president Rev. John M. Bonnell’s refusal to allow the Confederate government to acquire campus land and buildings for a Confederate hospital, and Valedictorian Mary Clare’s defense of the Confederacy during the union occupation of Macon, Georgia. The belief that the education provided at Wesleyan was valuable and worthy of preservation motivated its students and leaders to take “so firm a hold” in its survival. This ideal was perpetuated in later decades via the “Lost Cause” myth that dominated popular and historic recollections of the Civil War for years to come.
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Conference papers on the topic "American College of Hospital Administrators"

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Beaudoin, Judith M., Lillian T. Chin, Hannah M. Zlotnick, Thomas M. Cervantes, Alexander H. Slocum, Julian N. Robinson, and Sarah C. Lassey. "Obstetrical Forceps With Passive Rotation and Sensor Feedback." In 2018 Design of Medical Devices Conference. American Society of Mechanical Engineers, 2018. http://dx.doi.org/10.1115/dmd2018-6859.

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An improved tool for operative vaginal delivery can reduce maternal and fetal trauma during the delivery and recovery processes. When a delivery cannot be completed naturally due to maternal exhaustion or fetal distress, physicians must perform an operative vaginal delivery (OVD), with forceps or a vacuum, or a Cesarean section (C-section). Although C-sections are more prevalent in the United States than OVDs, they require longer maternal hospital stays and recovery time and increase risk of maternal infection and fetal breathing problems [1]. In 2015, the American College of Obstetrics and Gynecology pushed to increase the number of OVDs to limit C-section associated delivery risks [2]. However, the current tools for OVD either have steep learning curves, are unable to be used for all fetal head presentations, or have associated maternal and fetal risks [3][4]. There is a need for an easy to use, safe, and reliable tool for operative vaginal delivery.
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