Thesis (DTech. degree: Food and Beverage Management ) -- Tshwane University of Technology, 2012. / Evaluates the present food-service systems in use in public hospitals based on related indicators. This was done with the view of proposing, should it be found necessary, a more comprehensive monitoring and evaluation tool that would be expected to improve food-service delivery and quality.

M.Cur. / The intensive care nurse is lawfully required to maintain the nutrition of patients in the intensive care unit with which she is concerned, This includes the assessment of the nutritional status, planning and implementation of the nutritional regimen, as well as evaluation of the effect of nutritional support on the patient. Recording of this information is an important part of the abovementioned processes. Through the correct and scientific administering of nutritional support, as well as co-operation by the members of the nutritional support.team, aid the intensive care nurse in restoring, maintaining and promoting the patient's health. The intensive care nurse hereby facilitates the patient's aim to be healthy. The purpose of this study is: to determine the involvement of the nutritional support team with regard to the nutritional regimens of patients in surgical intensive care units; - to evaluate existing individual nutritional regimens of patients in the concerned intensive care units, and to establish guidelines for the nurse in intensive care units, regarding the administering of nutrition to the surgical patient. An exploratory-descriptive research design in questioning and retrospective auditing, is used. by means of one structured audit form. The results indicate the following: which use is made of Auditing has taken place - the involvement of the members of the nutritional support team, especially the dietician who should play an important role in the nutritional support of patients in surgical intensive care units, is inadequate; - the steps in the process of nutritional support, namely assessment of the nutritional status and planning of nutritional regimens achieved a low percentage of entirety. Implementation achieved a high percentage, but it was the complete execution of nutritional regimens that was inadequately planned. Furthermore the nurse's report regarding the evaluation of nutritional regimens and nutritional status was present, but incomplete and inaccurate...

Hospital patients are at high risk for foodborne illness; it is essential that hospital foodservice managers know food safety principles. The purpose of this research was to assess the basic food safety knowledge of hospital foodservice managers and to determine their interest in continuing education related to food safety. A survey was mailed to a random sample of 500 acute care hospital foodservice managers in the United States. Usable surveys were returned by 264 (53%) of the managers. Managers correctly answered from 5 to 16 of the 16 basic food safety knowledge question (mean 14.0±1.7). Managers correctly answered questions relating to cross-contamination and risks for foodborne illness (98%), proper procedures for thawing meat, cooling foods, and the sequence for cleaning utensils and equipment (97%). Managers knew current recommendations for storing eggs, use of a steamtable, and could identify a potentially hazardous food (94%). Managers knew the proper sequence and time for hand washing (92%). Questions missed most frequently were end point cooking temperatures for ground beef (52% correct) and chicken (78% correct). However, when managers who chose higher temperatures than required are added, 93 and 94% of the managers would produce a safe product. Managers who chose a temperature lower than required need to review basic cooking procedures. Knowledge scores were not significantly different when the number of hospital meals served, type of hospital ownership or management, managers years in foodservice, years as a manager, education level, general certification, food safety certification, hours spent or planned learning food safety, or the managers own rating of food safety knowledge were compared to knowledge scores. Inservice training was the most used and most preferred method for learning about food safety. Time support from the hospital (66%) was most often identified as contributing to ease in learning about food safety, followed by financial support (57%). Lack of time (76%) and lack of interesting and convenient programs (39%) were most often identified as obstacles to learning. Managers (94%) were interested in learning more about food safety, especially about applying Hazard Analysis Critical Control Point principles to everyday foodservice procedures. / Graduation date: 2002

Thesis (MPA)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: The relevance of employment equity has been widely debated. This study is of the view that affirmative action is the core factor in realising compliance to and implementation of employment equity. The study was aimed at investigating why Tygerberg Hospital has not complied with the implementation of the Employment Equity Act (EEA) No 55 of 1998 specifically with regards to the field of Dietetics. Research questions have been formulated, relying on literature which includes guiding legislation and policies. Recruitment and selection processes applicable to the dietetic department were analysed and linked with the consulted literature. Role of transformation in transforming the institution was part of the study to ascertain the scope of transformation in managing diversity within Tygerberg Hospital. A combination of data collection tools was used in the study, including interviews and questionnaires to better understand the underlying reasons of non-compliance. The fundamental findings of the study showed that even though policies and legislation had been formulated, there are underlying issues to be addressed by the institution, such as language barriers and personal perceptions of the institution which could subsequently be improved through effective diversity management strategies. It is recommended that the institution will have to come up with a short-term, measurable plan to ensure compliance such as an institutional employment equity plan, appointment of a transformational officer who will focus on managing the institutional diversity management, and an internal capacity building unit to carry out institutional training and development as opposed to the current system. To ensure monitoring and evaluation compliance on employment equity, it is recommended that the responsibility be linked to the performance plan of the senior managers as well as the line manager of the dietetic department. By so doing failure to comply will result in a poor performance assessment outcome of the delegated authority, compliance enforced through departmental disciplinary procedures. / AFRIKAANSE OPSOMMING: Die toepaslikheid van billike indiensneming is al wyd gedebatteer. Hierdie studie is die mening toegedaan dat regstellende aksie die kern faktor is om nakoming van en die implementering van billike indiensneming te bereik. Die studie was daarop gemik om ondersoek in te stel waarom Tygerberg Hospitaal nie voldoen het aan die implementering van die Indiensneming Gelykheids Wet No 55 van 1998 nie, spesifiek met betrekking tot die veld van Dieetkunde. Vrae in die navorsing was geformuleer, gebasseer op literature wat rigtinggewende wetgewing en beleid insluit. Werwing en seleksie prosesse van toepassing in die Dieetkunde Departement was ontleed en gekoppel aan die toepaslike literatuur. Die rol van transformasie in die transformering van die inrigting het deel uitgemaak van die studie om die omvang van transformasie te bepaal, rakende die bestuur van diversiteit binne Tygerberg Hospitaal. ‘n Kombinasie van data versameling metodes was in die studie gebruik. Dit het onderhoude en vraelyste ingesluit om die onderliggende redes vir nie-nakoming te verstaan. Die fundamentele bevindinge van die studie het getoon dat ongeag die feit dat beleid en wetgewing geformuleer was, daar onderliggende aspekte was wat by die inrigting aangespreek moet word, soos taal-hindernisse en persoonlike persepsie oor die inrigting en wat gevolglik verbeter kan word by wyse van ‘n effektiewe uiteenlopende bestuursstrategie. Dit word aanbeveel dat die inrigting navore moet kom met ‘n kort-termyn en meetbare plan ter versekering van ‘n institusionele billikheidsindiensneming plan, die indiensneming van ‘n Transformasie Beampte wat sal fokus op bestuur van die inrigting se diversiteit en ‘n interne eenheid om die vermoë van die inrigting se opleiding en ontwikkeling uit te voer in teenstelling met die huidige sisteem. Om monitoring en evaluasie van billike indiensneming te verseker, word dit aanbeveel dat dié verantwoordelikheid gekoppel word aan die werkverrigtingsplan van Senior Bestuurders asook dié van Lynbestuurders van die Dieetkundige Departement. Mislukking om hieraan te voldoen sal lei tot ‘n swak werkverrigting evaluering resultaat van die aangewese outoriteit. Voldoening hieraan sal afgedwing moet word deur departementele dissiplinêre prosedures.