Medical Laboratories

1. Are regulatory and market constraints on the operation of medical technology laboratories--both institutional and independent--likely to lead to a serious shortage of qualified and technologically-current medical laboratory technicians by the year 2000?

2. What strategies can medical laboratories--both institutional and independent--adopt that will permit them to continue to function effectively and efficiently within the American healthcare environment as it continues to evolve through the year 2000?

3. What strategies can medical laboratory technicians adopt that will enable them financially to continue to work in their field within the American healthcare environment as it continues to evolve through the year 2000?

The research sample selected for this study was comprised of 120 persons divided equally between representatives of the management of medical laboratories and medical laboratory technicians. Additionally, each of these sub-groups was equally divided between institutional laboratories and independent laboratories.

Institutionally-affiliated members of the research sample were uncertain as to the ability of medical testing laboratories to operate effectively and reliably under any of the regulatory scenarios investigated. Independently-affiliated members of the research sample, while sharing a perception of uncertainty in relation to both CLIA changes and heal

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e include accommodations for (1) variations in sexual preference by employees, (2) handicapped persons, (3) working mothers and persons responsible for the care of elderly relatives, (4) members of racial and ethnic minorities, (5) older persons, and (6) persons whose skills are made redundant by changes in the general economy (Burns, pp. 25-30). To address human resource management problems related to the sexual preference of employees, employers are urged to develop sensitivity training programs for managers (Karp, pp. 30-34). Such programs are designed to increase the awareness "of the still-dominant, white American male (SWAM) manager" of the changing demographics of the American workforce (p. 33). The major deficits of these programs include (1) the heavy reliance on women and members of ethnic minorities as instructors, (2) attempts to use guilt to change attitudes, and (3) a focus on the misuse of words. Federal law prohibits discrimination in employment based on physical or mental handicap. Corporations are permitted, however, to apply both physical and mental criteria for specific positions when such criteria can be justified within the context of position requirements. Most major corporations are adapting both phys
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Approximate Word count = 8254
Approximate Pages = 33 (250 words per page)

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