Since 2005 a dozen states and more than 15 specialties have
reported a physician shortage or anticipate one in the next few
years. This anticipated shortage and a worsening of physician
distribution are compounded by a projected increased demand for
women's healthcare services.
Women's healthcare is particularly vulnerable, because the
obstetrician-gynecologist workforce is aging and is among the least
satisfied medical specialists. Furthermore, fellowship training in
women's healthcare in internal medicine and in maternal child
health in family and community medicine involves only a small
portion of general internists and family physicians.
In response to this challenge, the Association of American
Medical Colleges called for an expansion of medical schools and
graduate medical education enrollments. As we cope with significant
and rapid changes in organizations and reimbursement, academic
departments of obstetrics and gynecology, family and community
medicine, and internal medicine have opportunities to create a
unified women's health curriculum for undergraduate students, share
preventive health and well-woman expertise in training programs,
provide improved continuity of care, instill concepts of lifelong
learning to our graduates, and better develop our research
This volume's chapters focus on strategic planning on behalf of
academic faculty who will train the anticipated additional load of
students, residents, and fellows in women's healthcare.
-changing demographics of faculty
-expanding roles of clinician educators
-physician investigators and their future
-the hidden value of part-time faculty
-required skillsets of academic leaders
-the meaning of tenure and faculty satisfaction and retention.
Recommendations presented here from authors with distinguished
leadership skills indicate a consensus, but not unanimity. In
furthering these goals, we summarize in the final chapter our
collective expertise and offer ways to implement recommendations to
better prepare for tomorrow's needs in academic women's
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