In Malaysia, pharmacists can choose to work in the government or private sector. In pharmacies in the hospital or community, the pharmacist is responsible for the procurement, storage, distribution, dispensing, usage and sale of drugs or medicines. Pharmacists in the Hospital Pharmacy The pharmacist in the hospital works closely with the doctors to decide on the most cost-effective medicine for different disease conditions.
Pharmacists check on the dose and type of medicine prescribed by the doctors, providing an essential screen against medication errors. They fill prescriptions and counsel patients on the right way to take medicine, to improve patient compliance so as to ensure therapeutic success and to reduce adverse effects due to inappropriate use of the drug. Sometimes if certain prescribed medicine is very expensive, pharmacists can help doctors look for a cheaper but equally effective generic substitute.
Pharmacists do therapeutic drug monitoring to help doctors provide more effective treatment, with lesser drug-induced adverse effects. Pharmacists in hospitals also do small-scale formulation and manufacture of special dosage forms when requested by specialists in the hospitals. Pharmacists in the Community Pharmacy The community pharmacist not only dispenses doctors' prescriptions for medicines, they also manage, procure, store, sell, counsel and advice patients and consumers on the use of over-the-counter drugs, herbal medication, food supplements and cosmetics.
Pharmacists also counsel patients on the use of certain medical devices and perform certain diagnostic tests. They participate in the distribution of health information and advises consumers on disease prevention and the promotion of wellness. Community pharmacists either own their own pharmacies or work as managers for pharmacies owned by a chain pharmacy or a non-pharmacist owner.
Pharmacists in the Government Sector In the government sector, many pharmacists work in the hospital pharmacy. Others are involved in the drug enforcement division of the Ministry of Health. Pharmacists with post graduate degree can involve in teaching, research, public service, and patient care. Search for: Search. Search Courses. Apply for Admission. View Brochure. Enquire Now. Virtual Tour. Student Credit Card Scheme. Reading of the Preamble. Career, Pharmacy. The Four most popular ins and outs of a student to pick pharmacy courses: You are willinglyinterested to buildcareera healthcare, but not sure which path to choose?
Curiosity in Chemical Biology If you have an excellency in biology, chemistry or statistics and interested to conduct pharmaceutical research, then a callingfor pharmacy profession may be for you.
ThirsttoAssociate with Others Pharmacists provide direct patient-centred care considering theconnection between medical conditionsand other variables for best medications.
Craving for Elasticity in Career Choice The diversity of career pathways that a pharmacy course can offer, is a fascinating reason students choose pharmacy school. Pharmacists are the most accessible health professionals and are visible leaders in most communities. The variety of career opportunities within the field of pharmacy is very diverse. While the majority of pharmacists 45 percent work in an independent or retail chain community pharmacy, many others have explored or created new opportunities for themselves.
Various healthcare environments for pharmacists include but are not limited to managed care organizations, hospitals, nursing homes, the pharmaceutical industry, colleges and the federal government. Pharmacists work in direct patient care, research, and as part of the legislative process advancing our profession forward.
Pharmacists play key leadership roles in all aspects of the healthcare system. Pharmacists work with other health care professionals to improve health outcomes and ensure the continuity of care.
Numerous studies have shown the benefits of having a pharmacist on hospital rounds and in ambulatory care settings, to prevent medication errors and reduce costs. The role of pharmacists in the ambulatory care setting is continuously expanding. With the advent of accountable care organizations, pharmacists are now playing a role in reducing hospital readmission rates, chronic disease management and medication therapy management.
They are not only part of the medical care team but are also participating in clinics, seeing and counseling patients. MTM is conducted not only in person, but also through telephonic communications as we are advancing into the digital world.
Others category includes one each of: Non-health consultancy, Creative industry, Research non-pharmacy, Government, International relations, Medical publishing, Parent at home and Undecided. I feel like we need to see more integration between the two. It's very rare that we have a pharmacist in the room. What that means is a whole service is developed without thinking about pharmacy or whole teams around frailty and older people are thought about without poly medicines or some of these really crucial parts of the system.
I don't want to blame the older pharmacists, but I think some of the older pharmacists do hold on to their core dispensing role quite strongly and they are often the business owners as well. Whereas understanding that a pharmacy and a pharmacist are two different things. This study set out to explore the characteristics and perspectives of pharmacy as a career from recent BPharm graduates graduating onwards who had left, or were seriously considering leaving the NZ pharmacy profession in the near future.
If the study recruited most of the eligible NZ graduates, our data suggest that at least In reality, the proportion is likely to be higher due to not all eligible individuals participating. In addition previous workforce data reporting retention rates support this figure being an underestimation.
The New Zealand Health Strategy and the Pharmacy Action Plan describe a vision of pharmacists working in a broader variety of settings.
Inconsistent data collection was found to be a worldwide issue by Castro Lopez et al. Whilst considering leaving does not necessarily equate to leaving, Reitz et al. Limitations of the study include not using a validated instrument to measure job satisfaction, and not exploring the viewpoints and alternative career pathways of all eligible people. In addition, this study only solicited the views of a self-selected sample of relatively newly qualified pharmacists who had left or were considering leaving the profession; it does not present a representative view of all recently qualified pharmacists or earlier graduating pharmacists prior to considering leaving the profession.
There is also potentially an element of responder bias where former pharmacists felt less inclined to participate in this study, with only those holding strong views or having poor experiences responding. It is important that the health workforce represents the community that it serves. Cultural differences in normative practices for choosing careers, including pharmacy, have been reported and it is possible that cultural influences on leaving pharmacy may exist in New Zealand.
Resource constraints limited the study to only ten interviews of purposively chosen respondents. These were used to provide a better understanding of these individual's views and experiences and provide illustrative examples rather than attempting to achieve transferability to all dissatisfied pharmacists'.
To understand the dissatisfaction of current pharmacists in a more comprehensive manner, it is proposed that a further study be undertaken. Having a keen interest in health, science or a desire to work with and help people were the most common reasons given for choosing to study pharmacy. This aligns with other recent studies looking at reasons for choosing pharmacy as a career and the findings of a UK study exploring pharmacists' professional identities.
These factors have been found to be decisive in shaping an individual's behaviour towards career change in other settings. Furthermore, the reasons for leaving are very similar to those reported by American hospital pharmacists dissatisfied with their career and leaving almost forty years ago Some of the solutions proposed in , such as roles with increased clinical interactions, and promotions based on merit, competence and time in the role, are also reflected by our survey respondents.
These findings are echoed in other studies from around the world. When considering participants' dissatisfaction with pharmacy leadership, findings of a recent study of Swedish registered nurses' work satisfaction may offer some guidance. Karlsson et al. As in other countries pharmacy organisations in NZ have developed standards for the development of extended roles and career development.
There is a risk that newly qualified pharmacists may have lost relevant clinical skills and knowledge before they, the profession, and patients can realise the benefits of these frameworks. A strategy with the potential to mitigate this, and help to address some of the other issues raised in this study and others, is to initiate a national mentorship programme for newly qualified pharmacists.
However, a national approach may have merit. The quality of mentoring was identified as an influence on advanced pharmacy practice in a Canadian study and mentoring has been comprehensively discussed in the recent work of Desselle, et al. Interestingly, although most participants who had left did not regret leaving pharmacy two thirds did not regret studying pharmacy. The interviews and Figure 1 , showing where pharmacists go after pharmacy, provide some insights into this phenomenon, finding that the skills and knowledge gained when undertaking a BPharm degree can be successfully transferred into many different areas, not just health-related.
It can also be seen that the career changes reported would likely address some of the reasons for respondents' dissatisfaction with the pharmacy profession including wanting to experience better remuneration, use their clinical skills more, experience less stressful work conditions and wanting to be able to progress up a defined career structure. A study of pharmacists who retrained as doctors, however, found that sometimes reality does not always match expectations. It may be that a key to moving forward meaningfully and addressing many of the extrinsic areas of dissatisfaction is for experienced pharmacists to provide support and co-design the future of the profession with its younger members.
A start has already been made with the recent publication of the findings from an early career pharmacists' consultation by the Pharmaceutical Society of New Zealand which includes ten recommendations for action. The experience of bullying reported by a small number of respondents is concerning. Research is underway to further explore the issue of bullying in pharmacy in NZ.
Recent policy documents aim for skilled pharmacists to be retained to provide extended clinical pharmacy services. Undergraduate and postgraduate curricula changes prepare graduates for these roles. We are very grateful to Dr. Kebede Beyene who provided advice regarding the survey design, to all the participants who gave their time and provided their views, to all of the organisations that helped with recruitment and to our funders.
Buchan J, Campbell J. Challenges posed by the global crisis in the health workforce. A rapid review of the rate of attrition from the health workforce. Hum Resour Health. World Health Organisation. Developing pharmacy practice:A focus on patient care.
Bader L, Duggan C. Res Social Adm Pharm. The role of the pharmacist in the health care system:preparing the future pharmacist:curricular development:report of a third WHO Consultative Group on the Role of the Pharmacist.
International Pharmaceutical Federation. District Health Board Shared Services. Integrated Pharmacist Services in the Community. Ministry of Health. Pharmacy Action Plan University of Otago.
BPharm programme overview. University of Auckland. Bradley F, Hammond M. Pharmaceutical Society of New Zealand early career pharmacists' consultation building block report. Ten recommendations for action. Pharmacy Council of New Zealand. Workforce demographic reports. Workforce demographic report Schoonenboom J, Johnson RB.
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