Canadian universities are challenged by the lack of graduating enough dentists to meet the future needs of the Canadian population. Foreign-trained dentists (FTD) represent a valuable resource to society and the economy. Dental programs have trained FTD for various reasons: public need for healthcare services, income generation for universities, and demand by FTD who desire to practice dentistry in Canada. Changes implemented by the National Dental Examining Board (NDEB) of Canada in 2000 have resulted in FTD no longer being able to gain Canadian dental licensure through a certification examination. FTD are now required to complete a two-year advanced placement qualifying or degree program at a Canadian dental school prior to receiving licensure. In 2003, the University of Manitoba launched a two-year International Dentist Degree Program (IDDP). In Part I of the study, 19 transcribed interviews of IDDP graduates between 2004-2008 were analyzed manually. Five qualitative themes emerged from the dataset. The themes are identified as: (1) isolation and physical relocation issues (i.e., from friends, family and their culture), (2) personal and professional demands of the program (i.e., maintaining home life with spouse and /or children as well as the professional demands of a dental student), (3) emotional stress associated with the program, (i.e., personal struggles and financial stresses), (4) re-learning a system (i.e., both cultural and professional), and (5) overall program satisfaction. In Part II of the study, the mean differences between the outcome variables (Clinical Grades, Didactic Grades, Final Grade Point Average, and NDEB Written and OSCE scores) were statistically analyzed between the 37 IDDP graduates and 246 regular-stream dental graduates from 2003-2011. Based on analysis of the data, the IDDP graduates performed better than the regular-stream dental graduates in all the variables. The mean scores in each of the outcome variables were higher than the regular-stream group, the only variable that was found to be statistically significant was observed in the NDEB Written scores (p>0.05).

Background: Bisphosphonate related osteonecrosis of the jaws (BRONJ) is a severe but extremely rare complication of prolonged treatment with bisphosphonates. Improper treatment or misdiagnosis can have serious repercussions. Objective: is to measure the awareness of Ontario dentists about BRONJ and to identify any gaps in their knowledge of the condition and its treatment. Material and Methods: A survey was sent to a random sample of dentists in Ontario, Canada. Information about their awareness of bisphosphonates, and their awareness of an established BRONJ guideline was collected. Results: 60% of responding Ontario dentists had good knowledge of BRONJ, only 23% followed the guideline when surgical treatment was indicated. However, about 50% of responding Ontario dentists are not comfortable treating BRONJ patients. Conclusion: The finding reveals that Ontario dentists have moderate knowledge about BRONJ, which suggest greater educational efforts should be made to promote their knowledge.

Canadian universities are challenged by the lack of graduating enough dentists to meet the future needs of the Canadian population. Foreign-trained dentists (FTD) represent a valuable resource to society and the economy. Dental programs have trained FTD for various reasons: public need for healthcare services, income generation for universities, and demand by FTD who desire to practice dentistry in Canada. Changes implemented by the National Dental Examining Board (NDEB) of Canada in 2000 have resulted in FTD no longer being able to gain Canadian dental licensure through a certification examination. FTD are now required to complete a two-year advanced placement qualifying or degree program at a Canadian dental school prior to receiving licensure. In 2003, the University of Manitoba launched a two-year International Dentist Degree Program (IDDP). In Part I of the study, 19 transcribed interviews of IDDP graduates between 2004-2008 were analyzed manually. Five qualitative themes emerged from the dataset. The themes are identified as: (1) isolation and physical relocation issues (i.e., from friends, family and their culture), (2) personal and professional demands of the program (i.e., maintaining home life with spouse and /or children as well as the professional demands of a dental student), (3) emotional stress associated with the program, (i.e., personal struggles and financial stresses), (4) re-learning a system (i.e., both cultural and professional), and (5) overall program satisfaction. In Part II of the study, the mean differences between the outcome variables (Clinical Grades, Didactic Grades, Final Grade Point Average, and NDEB Written and OSCE scores) were statistically analyzed between the 37 IDDP graduates and 246 regular-stream dental graduates from 2003-2011. Based on analysis of the data, the IDDP graduates performed better than the regular-stream dental graduates in all the variables. The mean scores in each of the outcome variables were higher than the regular-stream group, the only variable that was found to be statistically significant was observed in the NDEB Written scores (p>0.05).

Thesis (M.S.)--University of Wisconsin--Madison, 1966. / eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

Thesis (Ph.D.(Social Work and Criminology))-University of Pretoria, 2008. / Includes bibliographical references.

Thesis (Ph. D.)--University of Florida, 1985. / Description based on print version record. Typescript. Vita. Includes bibliographical references (leaves 170-179).

Thesis (Ph. D.)--University of Washington, 1997. / eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

Thesis (Ph. D.)--University of Washington, 1997. / eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

Strategic management is concerned with the understanding, as well as choosing and implementing, the strategy or strategies that an organisation follows. It is a complex process which can be considered from a number of different perspectives. There is no single approach, model or theory to the management of strategic change. Pressures to change are always present in the form of opportunities and threats and managers must establish what approaches and decisions are likely to prove the most effective. The study was designed to help dental laboratory managers develop strategic awareness, to determine the issues and questions which must be addressed if changes in strategy are to be formulated and implemented effectively. The managerial and behavioural processes which take place within the laboratory in order that they can understand how changes come about are also discussed. Case studies of companies and dental laboratories are used jointly with the relevant literature to evaluate the theories and concepts of strategic management and implementation of change models provide a framework for evaluating how managers can reach their decisions and reach their objectives. The study has shown that the strategic ideas and methods used by private sector companies and discussed in the relevant literature can be adapted to provide a framework for managing the process of strategic change in a hospital dental laboratory.

This thesis analyzed costs and benefits between the recruiting of active duty dentists and the proposed alternative of contracting them instead. Despite aggressive efforts to improve Dental Corps recruitment and retention, the annual loss rate has steadily increased. This has forced the Dental Corps into using alternative programs such as the Health Professions Scholarship Program (HPSP) and the Financial Assistance Program (FAP) in addition to the accession programs already being funded. Also, there are various recruiting costs along with the accession bonus that costs the Navy over $90,000 per dentist recruited. The scope of this thesis included, but was not be limited to: (1) a review of the current structure of pay for active duty Endodontists by referencing Additional Special Pay (ASP), Variable Special Pay (VSP), Dental Officer Multiyear Retention Bonus (DOMRB) and the Board Certification Pay (BCP) that dentists receive while serving on active duty (2) and a summary of private sector pay and incentives for dentists in private practice. The thesis also analyzed the differences between the two with a Cost-Benefit Analysis (CBA) model. The completed research found savings in cost for contracting already licensed and trained Endodontists in place of recruiting a general dentist and training them to become an Endodontist over the 10 year period as composed in the analysis. In addition, a steady-state model verified the CBA and showed savings in cost per year as well. Each model shows significant savings when contracting Endodontists in our shore based MTFs. Furthermore, to mitigate shortages, this research proposes to concentrate resources on military essential competencies and contracting workload for nonmilitary essential functions, such as Endodontists. Note that Endodontists were chosen because they are one of the larger nonessential specialties with billet inventories above the Operational Support Algorithm (OSA).