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Study objectives: To calculate incremental cost-utility ratios (cost per quality-adjusted life-year [QALY] gained) for bupropion (Zyban; GlaxoSmithKline; Gothenburg, Sweden), as compared to nicotine replacement therapy (NRT) in smoking cessation programs [...]

Bjorn R. Lindgren, M.D., Ph.D.; Ulf Rosenquist, M.D.; Tommy Ekstrom, M.D.; Reidar Gronneberg, M.D., Ph.D., F.C.C.P.; [unkeyable] Bengt E. Karlberg, M.D., Ph.D.,[unkeyable] and Rolf G. G. Andersson, Ph.D. Section The [...]

What can Europeans learn from Americans? In a wide-ranging look at many aspects of health care financing and delivery, the concepts of glasnost and perestroika are used as a framework [...]

A mathematic model is created to determine the economic cost per year of anticipated prolongation of life that would result from a program of abdominal ultrasonographic (US) screening for abdominal aortic aneurysm. The protocol involves US screening at age 60,67, and 74 years with additional annual follow-up US and examination if an aneurysm of less than 40 mm is detected. Larger aneurysms are assumed to be sent for early elective resection. The benefits and risks for a subset of men with symptoms of intermittent claudication (IC) as an additional risk factor of atherosclerosis is calculated for comparison.

Offers guidelines on how executives who hire must help potential workers establish what they really want to do with their careers. Aim to satisfy the long-term expectations of both employer and employees; Relationship problems with other employees; Establishment of integrity and ability to show appreciation; Good communication; Family dynamics; Mentoring and empowerment of employees.

Discusses the importance of knowing workers' expectations when hiring potential employees. Company executives' need to ask questions about potential employees' career plans; Importance of interpersonal relationships; Family dynamics' impact on career moves.