VOL. # 2 ISSUE #4
-1-
Jamaica
Haiti
Antigua & Barbuda
Grenada
Trinidad & Tobago
Dominica
Inside this Issue
 Pg 2 Word from the Liaison
St. Lucia
The Cayman Islands
St. Kitts & Nevis
Bermuda
Suriname
Belize
 Pg 3 Greetings from Education Committee
 Pg 5 We Appreciate You (RCM 2011-2013)
 Pg 6 Feature Article: Emotional
Intelligence in the Work Place
 Pg13 Notes on Cervical Cancer
Guyana
The Bahamas
Anguilla
Barbados
St. Vincent & Grenadines
The Netherland Antilles
 Pg16 BGM 2013 Highlights
 Pg 22 Personal Development Quotes
 Pg 23 The Road to Suriname BGM 2015
The British Virgin Islands
-1-|Page
Distributed: February 2014
Page 2
VOL. #2 ISSUE #4
-2-
Word from the Liaison
Greetings to all,
AMT Liaison
Mr. Chris Seay MT AMT
I must say, the RCM and BGM at the Atlantis, Paradise
Island, The Bahamas, was to say the least, a success for the
Bahamas organization. The speakers and continuing
education presented were awesome. Of course, there were a
few problems. There always are. However, with patience and
perseverance, all issues were eventually resolved. I am
already missing the tropical breezes. For the last few days,
here is what I have to content with in Tennessee.
It is not as cold as other places but it is still cold. This is a
picture of ice on a holly bush.
Before I go further, I would like to introduce the new
Southern District Councilor.
The New Southern District Councilor
Ms. Kaye Tschop
She is Kaye Tschop. She currently serves the editor for the
Tenn-O-Scope. She has served as President and Treasurer of
the Tennessee State Society and in other various capacities.
She has also worked on the national level in AMT. She is
eager and ready to work of the district councilor. She is
hoping to attend her first Regional Council Meeting (RCM)
in Curacao in May 2014.
Speaking of 2014, it was a great honor to be present to see
the new Regional Council being sworn in. Under the new
leadership of President, Mrs. Jasmin Hanley, I see another
opportunity for CASMET to move to a higher level of
influence in the Caribbean region.
Under this new leadership, the membership support will be so
very essential. It is a joy seeing the collaboration between
AMT and CASMET. It is also a joy to see how CASMET is
making on an impact in the region. The educators, who met
during the BGM, seemed very impressed that AMT would
lend such strong support to CASMET. This relationship
cannot help but grow stronger. Working together this will
happen.
Regional Council CASMET
"It is not the ship so much as the skillful sailing that assures the
prosperous voyage."
-2-|Page
— George William Curtis, Writer
Page 3
VOL. #2 ISSUE #4
Greetings from Chairperson, Education Committee
-3-
.
Dear Readers
The Caribbean Association of Medical Technologists, Education
Committee is pleased continue the distribution of the Education
Newsletter, with our first issue in this biennium.
Our goal is to keep you, our readers, informed and enlightened as
we share with you articles, research publications, interesting facts and a
host of other information, scientific to whimsical, supplied to us by
friends, colleagues and hopefully you our readers.
We hope you enjoy this issue and also take this opportunity to
welcome your feedback, suggestions and contributions towards the
CASMET Education Newsletter. Email addresses of all committee
members are listed to the back of the newsletter.
We look forward to hearing from you soon!
Thank you,
Delphia Theophane
Education Committee Chairperson
[email protected]
-3-|Page
Page 4
VOL. #2 ISSUE #4
Study Cytology
-4-
.
The University of Technology, Jamaica is intent on offering an on-line PostDiploma/Associate Degree BSc Medical Technology Program. This is in recognition of
Strengthening Medical Laboratories Project which mandates a BSc from a training
program, having the minimum of the basic agreed curriculum and reflecting the required
competencies for certification and registration. To facilitate the decision making process
we ask that you complete the short need questionnaire using the link below.
Link to needs assessment survey:
https://docs.google.com/forms/d/1_b4jcwnTtbQGwEhA1ImVlme6cUhgXvXx8JX
XlhdKBDM/viewform
Regards,
Janice Wissart
D.MT(CASMET), B.Sc(hons),Dip.Mgt(hons),PSDip.Mgt.,MPhil., AHI(AMT), MAT.
Medical Technologist/Lecturer
University of Technology, Jamaica
-4-|Page
Page 5
VOL. #2 ISSUE #4
-5-
We Appreciate You
Regional Council 2011-2013
To all the members of Regional Council 2011-2013, our sincerest thanks
for all the work you have accomplished, and taking our profession further.
We hope that you will continue to work close with us and give us the
necessary advice and guidance to take this Association to a higher level and
echo our motto ‘Vitam Excoliomus per Artes,’ (We Save Lives by Our
Skill).
-5-|Page
Page 6
VOL. #2 ISSUE #4
-6-
Feature Article “Emotional Intelligence in the Work Place”
Ms. Greselda Evans
.
Emotional Intelligence(EI) stems from a comprehensive theory
proposed in 1990 by Peter Salovey and John Mayer. They defined EI
in terms of being able to regulate one’s own and other’s feelings, and
to use feelings to guide thoughts and actions.
This model was adapted and popularized by Daniel Goleman in the
1995 and in 1998. Emotional Intelligence has been referred to as a
different way of being smart.
In today’s workplace people are being judged not just by how smart
they are by training and expertise but also by how they handle
themselves and others.
Emotional Intelligence refers to the capacity for recognizing our own
feelings and those of others, for motivating ourselves, and for
managing emotions well in ourselves and in our relationships.
-6-|Page
Page 7
VOL. #2 ISSUE #4
-7-
Goleman’s Emotional Competence Framework
This emotional competence framework shows the relationship between five
dimensions of EI, (each with its own set of behavioral attributes) and
twenty five emotional competencies.
It is divided into two categories. Personal competence - how we manage
ourselves and Social competence - how we manage our relationships
Personal Competence
Self-awareness
Self-management or self-regulation
Motivation
Social Competence
Empathy
Social skills
-7-|Page
Page 8
VOL. #2 ISSUE #4
PERSONAL COMPETENCES
-8-
Personal competence refers to how we manage ourselves and involves three
main concepts; Self Awareness, Self Regulation and Motivation.
Self-Awareness is the ability to recognize and understand your moods,
emotions, and drives, as well as their effect on others. It encompasses emotional
awareness which is the ability to recognize one’s emotions and their effects,
accurate self assessment which is defined as knowing one’s strengths and limits
and self confidence which refers to having a strong sense of one’s self worth
and capabilities.
Self -Regulation refers to the ability to control or redirect disruptive impulses
and moods and the propensity to suspend judgment (to think before acting). It
factors in attributes such as Self control which is keeping disruptive emotions
and impulses in check, Trustworthiness - Maintaining standards of honesty
and integrity, Conscientiousness - Taking responsibility for personal
performance, Adaptability - Flexibility in handling change and Innovation Being comfortable with novel ideas, approaches and new information
Motivation is the emotional tendency that guide or facilitate reaching goals.
Its elements include Achievement drive - Striving to improve or meet a
standard of excellence, Commitment - Aligning personal goals with the goals of
the group or organization, Initiative - Readiness to act on opportunities, and
Optimism - Persistence in pursuing goals despite obstacles and setbacks.
-8-|Page
Page 9
VOL. #2 ISSUE #4
SOCIAL COMPETENCE
-9-
Social competences refer to how we manage our relationships and involve two
main concepts; empathy and social skills.
Empathy may be defined as the awareness of others’ feelings, needs and concerns.
It involves Understanding others - Sensing others’ feelings and perspectives and
taking an active interest in their concerns, Developing others - Sensing others
development needs and bolstering their abilities, Service Orientation Anticipating, recognizing, and meeting customers’ needs, Leveraging diversity Cultivating opportunities through different kinds of people, and Political
awareness - Reading a group’s emotional currents and power relationships.
Social Skills are defined as the adeptness at inducing desirable responses in
others. It entails concepts such as Influence - Wielding effective tactics for
persuasion, Communication - Listening openly and sending convincing messages,
Conflict management - Negotiating and resolving disagreements, Leadership Inspiring and guiding individuals and groups, Change catalyst - Initiating or
managing change, Building bonds - Nurturing instrumental relationships
Collaboration and cooperation - Working with others towards shared goals, and
Team capabilities - Creating group synergy in pursuing collective goals.
-9-|Page
Page 10
VOL. #2 ISSUE #4
- 10 Some misconceptions about Emotional Intelligence;
 Does not mean merely “being nice”
 Does not mean “letting it all hang out”
 Women are not smarter than men when it comes to EI
 Level of EI is not fixed genetically nor does it develop early in childhood
Some actions that can be taken to develop EI so that all relationships, including
the difficult ones, are more productive include;
1. Look at yourself honestly and commit to specific areas of self-improvement
2. Think through the possible impact of your words before you speak.
3. Avoid judging the actions of others before you have all of the facts.
4. Be accountable for what you do and follow through on what you say you
will do.
5. Listen to opposing viewpoints and admit when you are wrong.
6. Praise others and give credit where credit is due
7. Analyze your common emotions in times of stress and work to control
them.
8. Be consistently and genuinely respectful.
9. Curb negative thoughts and work to foster optimism.
10. Work at becoming a better listener
11. Agree to disagree with those who have incompatible beliefs.
- 10 - | P a g e
Page 11
VOL. #2 ISSUE #4
- 11 Employees with high emotional intelligence can better manage their own impulses,
communicate with others more effectively, manage change well, solve problems and
use humor to build rapport in tense situations. So it's understandable that
Emotional Intelligence is a highly valued skill in any workplace.
“Unless you learn what makes you tick and how your personal style features affect
you in every situation, you have no chance of controlling your behavior, let alone
preventing your emotions control you. But when you know yourself, your strengths
and weaknesses, your boundaries, your breaking points, you can develop strategies
to prevent going over the edge….” (Barbara Prashnig)
Quick self assessment
 How aware are you of your emotions and reactions in the workplace?
 How effective are you at managing your attitude?
 How well do you manage your relationships and connect with people?
References;
Goleman, 1998, Working with Emotional Intelligence, Bantam Books).
- 11 - | P a g e
Page 12
VOL. #2 ISSUE #4
- 12 -
Bio-safety Officer & Program Management Course
March 31 - April 2, 2014 - Atlanta, Georgia or from your own desk*!
This course is designed for Bio safety Officers and Biological Safety Program Managers.
Bio safety Officers are faced with many challenges today - including increases in responsibility, decreases in
resources, quick timelines, and high workloads - feeling undervalued and unappreciated within their
organizations.
This course is a retreat designed for new and experienced Bio safety Officer's looking for innovative solutions
which increase compliance, foster cultures of safety, and produce measurable outcomes.
Individuals attending this course will receive over 24 hours of course instruction on the following items:
writing effective standard operating procedures (SOPs); identifying effective procedures for disinfection,
decontamination, and sterilization; developing and implementing comprehensive bio risk management
programs; including risk identification, risk assessments, risk management programs, and risk communication
to laboratory staff; review of the four primary controls of bio safety including engineering of facilities,
standard operating procedures, personal protection equipment selection, and administrative controls (training,
medical/incident surveillance, SOP compliance programs); and bio safety program management, including
several tools which can be easily implemented upon returning to your organization – increasing bio safety
program effectiveness
Course tuition is $2,000.00 USD and includes daily breakfast, lunch, course manuals, comprehensive Bio
safety Officer e-Tool Kit, leadership assessment (utilizing MBTI), and an individual mentoring session
provided at the Georgian Club.
*If you are interested in attending the course from your own desk - course tuition is $1,500.00 USD
and includes all items mentioned above (with exception to breakfast and lunch). Participants will
attend using a training platform allowing them to interact live with participants and instructors
throughout the training program.
Click here to complete an online interest form for the upcoming course. If you are interested in more
information, please view the course agenda and program overview
- 12 - | P a g e
Page 13
VOL. #2 ISSUE #4
- 13 -
Things to note: Cervical Cancer
Ms. Jasmin Hanley
Incidence and Prevalence
.
•
Today in the USA, < 2% of all cancers and < 0.5% of all female deaths are attributable to cervical
cancer.
•
In developing countries, cervical cancer remains the 2nd most common cancer, after breast cancer.
•
In the USA in Europe and the Nordic Countries there has been a large reduction in the incidence
of cervical cancer by 75% to 90%.
•
Unfortunately the same has not pertained in Latin America and the Caribbean
•
There was a small spike in incidence in the USA in the late 1980s, but followed by a downward
trend in the 1990’s. Incidence and mortality have fallen further in women who are screened
regularly.
•
While the number of invasive cancers has decreased, there has been an increase in SIL’s,
Squamous Intraepithelial Lesions.
•
As much as 10 fold from the 1950’s to 1980’s.
•
About 2 % of all Pap Smears were reported as LSIL, (low grade) and 0.5% were HSIL. (high
grade)
•
In some clinical settings, abnormal Pap smears were about 10% or higher.
•
According to CDC, approximately 20% of Pap smears in women < 30years were abnormal.
Age
•
The average age of preinvasive disease has been falling.
•
The prevelance of SIL peaks in the 3rd decade and then decreases with age. SIL’s are now
common in teenagers and even pre-teens. Most of these lesions are however ASC-US and LSIL.
•
Most cervical cancers in teens are adenocarcinomas.
•
The median age of mortality from Invasive squamous cancer is 62 years.
•
90% of all SIL’s occur before 35-40. Mean age of diagnosis of cancer is age 50.
- 13 - | P a g e
Page 14
VOL. #2 ISSUE #4
- 14 -
Risk factors for Cervical Cancer
•
By mid-20th century, epidemiological evidence suggested that cervical cancer was more common in
early marriage and lower socioeconomic status, with an additional component related to the man (
semen or smegma).
•
Factors related to sexual behaviour are now believed to be central to these epidemiological
findings.
•
Epidemiological studies have helped establish HPV as the cause of cervical cancer.
•
•
•
•
Coitus
Multiple sex partners,
Early onset of sexual activity
Male factors
•
Epidemiological evidence for a male role in cervical neoplasia is compelling.
•
Geographical clusters of high incidences of cervical cancer and penile cancer exist.
•
Wives of men who have had numerous sexual partners, or who have had previous wives with
cervical cancer or men who have themselves had penile cancer
•
Male partners of women with genital HPV infections have a high incidence of penile condylomas
•
The HPV type is often the same as the woman’s
•
Men who have partners who have CIN 3, have a high incidence of HPV
•
Male circumcision can reduce the risk of cervical cancer
•
Smegma, while in itself is not carcinogenic, could be important in the transmission of the
carcinogenic agent.
•
HPV-DNA can be detected in semen.
- 14 - | P a g e
Page 15
VOL. #2 ISSUE #4
- 15 Therefore, the penis is a common host to HPV DNA which can infect the female genital tract.
• Contraceptives
•
There has been a history of conflicting studies supporting and not supporting the fact that oral
contraceptives are linked to cervical cancer.
•
The current concensus is that the long-term use of oral contraceptives by HPV positive women
increases the risk of cervical cancer.[Xi 2002]. There may even be a stronger case for cervical
adenocarcinomas.
•
Barrier methods decrease the risk of developing cervical cancer
•
Spermicides may reduce risk. Nonoxynol-9, is capable of inactivating many sexually transmitted
pathogens by its detergent effect on the bacterial cell membranes and viral envelopes. Note,
papilloma viruses are non-enveloped.
•
Douching, which alters vaginal milieu can be related to cervical cancer
•
IUD’s do not increase the risk, infact copper IUD’s are thought to decrease the risk.
•
•
Tubal ligation may decrease risk
Vasectomy may decrease risk.
•
Cigarette Smoking correlates positively with an increase of cervical cancer. Increase is related to
cervical squamous cancer not to adenocarcinoma.
•
The risk is dose dependent, and quitting smoking reduces risk.
•
Other risk factors
•
Early age at first pregnancy
•
Short time between pregnancies
•
Poor genital hygiene
•
Venereal disease
•
Multiparity
Biological co-factors may include: immunocompetency, HIV infection, hormones, nutritional and dietary
, and genetic factors
Reference:
De May, Richard, The Pap Test 2005 ASCP Press Chicago.
- 15 - | P a g e
Page 16
VOL. #2 ISSUE #4
- 16 -
BGM 2013 Highlights
.
- 16 - | P a g e
Page 17
VOL. #2 ISSUE #4
- 17 -
- 17 - | P a g e
Page 18
VOL. #2 ISSUE #4
- 18 -
- 18 - | P a g e
Page 19
VOL. #2 ISSUE #4
- 19 -
- 19 - | P a g e
Page 20
VOL. #2 ISSUE #4
- 20 -
- 20 - | P a g e
Page 21
VOL. #2 ISSUE #4
- 21 -
- 21 - | P a g e
Page 22
VOL. #2 ISSUE #4
Stay Positive with some
Personal Development Quotes:
- 22 -
.
Personal development is a fascinating and fun journey… most of the time.
Sometimes you become aware of aspects of yourself that you don‟t like. These are usually the things
that need the most attention. If you find yourself denying or dismissing some part of you that you
KNOW needs changing but you‟re resisting it, it may help to read some personal development quotes
to keep you motivated. After all, the work you put into yourself is for your benefit!
Personal Development Quotes
1. “When you want something,all the universe conspires in helping you to achieve it.”- Paulo Coelho,
The Alchemist
2. “As soon as you stop making everyone else responsible for your happiness, the happier you‟ll be.” –
Nina Guilbeau
3. “The word „listen‟ has the same letters as the word „silent‟” – Alfred Brendel
4. “It is more Important to be of pure intention than of perfect action.” – Ilyas Kassam
5. “Even in the most peaceful surroundings, the angry heart finds quarrel. Even in the most
quarrelsome surroundings, the grateful heart finds peace. – Doe Zantamata
6. “Everything we hear is an opinion, not a fact. Everything we see is a perspective, not the truth.” –
Marcus Aurelius
7. “Life was meant to be lived, and curiosity must be kept alive. One must never, for whatever reason,
turn his back on life.” – Eleanor Roosevelt
8. “If there is no wind, row.” – Latin proverb
9. “You are the way you are because that‟s the way you want to be. If you really wanted to be
different, you would be in the process of changing right now.” – Fred Smith
10. “The mind maketh good or ill, wretch or happy, rich or poor.” – Edmund Spenser
11. “What a folly the thought of throwing away life at once, and yet have no regard to throwing it
away by parcels and piecemeal.” – John Hove
- 22 - | P a g e
Page 23
VOL. #2 ISSUE #4
2015
The road to BGM 2015 in Suriname
General information about Suriname
Suriname, officially known as the Republic of Suriname, is a country on the north eastern
Atlantic coast of South America. It is bordered by French Guiana to the east, Guyana to
the west, and Brazil to the south. Suriname was colonized by the English and the Dutch
in the 17th century. In 1667 it was captured by the Dutch, who governed Suriname as
Dutch Guiana until 1954. At that time it was designated as one of the constituent
countries of the Kingdom of the Netherlands, next to the Netherlands and the Netherlands
Antilles (dissolved in 2010). On 25 November 1975, the country of Suriname left the
Kingdom of the Netherlands to become independent. As a member of CARICOM, it is
frequently considered a Caribbean country and has had frequent trade and cultural
exchange with the Caribbean nations.
At just under 165,000 km2 (64,000 sq mi), Suriname is the smallest sovereign state in
South America. (French Guiana, while less extensive and populous, is an overseas
department of France.) Suriname has a population of approximately 566,000, most of
who live on the country's north coast, where the capital Paramaribo is located. Suriname
is a mostly Dutch speaking country; Sranan, an English-based creole language, is a
widely used lingua franca. Due to the multi-cultural aspect of Suriname there are also
approximately 20 other languages spoken, some of which are native languages spoken by
native inhabitants of rural parts of the country. Suriname is the only independent entity in
the Americas where Dutch is spoken. The denomination is the Suriname Dollar (SRD)
and the USD exchange rate is 3.35SRD for 1.00USD
- 23 - | P a g e
- 23 -
Page 24
VOL. #2 ISSUE #4
- 24 -
Hotel accommodation
Room rates:
Standard single/double: US$ 140.00 Per night
Room rates:
Executive single/double: US$ 140.00 per night
Standard single/double: US$ 130.00 per night
Executive triple: US$ 160.00 per night
- 24 - | P a g e
Page 25
VOL. #2 ISSUE #4
- 25 -
Room rates:
Riverside single/double US$ 96.00 per night
Standard room single/double: US$ 86.00 per night
Room rates are based on prices per night per room and not per
person
Room availability is based on the occupancy of the hotel
Road to Suriname
.
- 25 - | P a g e
Page 26
VOL. #2 ISSUE #4
- 26 -
Thank You for Reading
.
This Newsletter is a production of the Education Committee of the Caribbean
Association of Medical Technologists
All rights reserved @ February 2014
.
Delphia Theophane: [email protected]
Juann Ward: [email protected]
Oseye Andrews: [email protected]
Khalil Lucky: [email protected]
- 26 - | P a g e