Background and Aim: As ageing advances, the human brain undergoes many gross and histopathological changes with regression of the brain tissue leading to the enlargement of the ventricles. Knowledge of morphometric and size of normal ventricular system of brain is important to understand these changes. Methods: For the present perspective study, computerized tomography (CT) for 152 patients (Males-89 and Females-63) were studied for the measurements of fourth ventricle, third ventricle and lateral ventricle and it was statistically analyzed. Results: The anteroposterior extent of the body of the lateral ventricles on the right side was 74.89 + 9.86 mm and 70.06 + 8.83 mm in the males and females and on the left side was 74.89 + 9.89 mm and 69.56 + 11.42 mm in the males and females; the length of the frontal horns on the right side was 28.53 + 3.88 mm and 26.16 + 4.21 mm in the males and females and on the left side was 28.53 + 3.88mm and 26.17 + 4.237 mm in the males and females respectively. The width and height of the fourth ventricle were 12.54 + 1.90 mm and 9.66 + 2.12 in the males and 11.60 + 2.099 mm and 9.70 + 2.219 in the females respectively. The width of the third ventricle was 5.70 + 1.54 mm and 5.40 + 1.68 mm in the males and females respectively. Conclusion: The present study has defined the morphometric measurements of the lateral ventricles, third ventricle, and fourth ventricle of the brain which has clinical correlations in diagnosis and for further line of treatment.

Purpose: This study aimed to explore the effect of training and goal setting on employee engagement and commitment in the banking sectors of Hyderabad, Pakistan. Approach/Methodology/Design: The collection of information was acquired using a closed-ended questionnaire with a Likert scale. The convenience sampling method was used, and 270 respondents participated in the survey. The data was analyzed by using Statistical Package for Social Sciences (SPSS). Findings: The findings revealed that training and goal setting can boost employees’ engagement and commitment in the banking sectors of Hyderabad, Pakistan. Practical Implications: The suggested model in the study can be executed in almost any organization to increase the overall engagement and commitment of employees. For the model to be implemented effectively, a decent time has to be devoted to the goal settings, as it is the most integral and critical phase towards this whole organizational system. Each factor in this theoretical framework must also give as much information as needed to collaborate on it to achieve the goal of organization. This model can be used, in specific, in the services industry, to achieve their ultimate strategic goals. Originality/value: This research provides empirical support for developing management programs that promote employee training and goal setting, leading to employee engagement and commitment. This study is important for academia, professionals, and scholars alike.

Background Evaluation of X-ray reject analysis is an important quality parameter in diagnostic facility. The aim of this study was to find out the radiograph rejection and its causes during the coronavirus disease 2019 (COVID-19) pandemics as there was fear of coronavirus disease infection among the technical staff from the incoming patients in a busy, high volume public sector tertiary care hospital. Materials and method This descriptive study was conducted at Radiology Department, Lady Reading Hospital, Peshawar from August to November, 2020. The rejected radiographs and their causes were analyzed. Results A total of 15,000 X-ray procedures were conducted during study period out of which 2550 cases were repeated making the total rejection 17%. Rejection in male and female were 74.3 and 25.7%, respectively, while rejection in adults was (80.1%) and (19.9%) in pediatric age group of the total rejection. The main cause of rejection was positioning (30.5%) followed by artifacts (22.4%), motion (12.1%), improper collimation (10%), wrong labeling (8.4%), exposure errors (6.9%), detector errors (3.7%), machine faults (2.8%), re-request from referring physician (1.7%), and PACS issues (1.5%). In terms of body anatomical parts, the highest rejection was observed in extremities (44.1%), followed by chest radiography (23.3%), spine (11.4%), abdomen (6.4%), skull (5.9%), pelvis (4.7%), KUB (3.7%), and neck (0.6%), respectively. Conclusion Radiograph rejection is common problem in every diagnostic facility but significant reduction can be achieved by implementing rejection analysis as basic quality indicator, and conducting technologist/s specific training programs for their knowledge and skill enhancement.

Aim - This research highlights the HR policies and practices in terms of compensation and performance evaluation and its impact on employee job satisfaction. This study will fill the gap in the literature by providing information on compensation and performance functions of human resource.  Design - In this research descriptive design is taken in the collection of bias-free data. A sample of 42 respondents was taken into consideration from different management level of PTCL such as top, middle and lower level and the target population of this study was human resource department, management, and administrative staff. To collect the required information closed-ended questionnaire was used and were divided into three part; initially questionnaire identify the demographic factors of the respondents, then highlight the Likert scale options 1 being strongly disagreed and 5 strongly agree.  Findings - In findings of this research we highly recommend the management to have fair and equitable compensation policies and establish performance evaluation system which can reduce to biases at all levels.

Purpose To determine how consistent the results of different raters are when reviewing the same cases within the Radiation Oncology Incident Learning System (ROILS). Methods Three second‐year medical physics graduate students filled out incident reports in spreadsheets set up to mimic ROILS. All students studied the same 33 cases and independently entered their assessments, for a total of 99 reviewed cases. The narratives for these cases were obtained from a published International Commission on Radiological Protection (ICRP) report which included shorter narratives selected from the Radiation Oncology Safety Information System (ROSIS) database. Each category of questions was reviewed to see how consistent the results were by utilizing free‐marginal multirater kappa analysis. The percentage of cases where all raters shared full agreement or full disagreement was recorded to show which questions were answered consistently by multiple raters for a given case. The consistency among the raters was analyzed between ICRP and ROSIS cases to see if either group led to more reliable results. Results The categories where all raters agreed 100 percent in their choices were the event type (93.94 percent of cases 0.946 kappa) and the likelihood of the event being harmful to the patient (42.42 percent of cases 0.409 kappa). The categories where all raters disagreed 100 percent in their choices were the dosimetric severity scale (39.39 percent of cases 0.139 kappa) and the potential future toxicity (48.48 percent of cases 0.205 kappa). ROSIS had more cases where all raters disagreed than ICRP (23.06 percent of cases compared to 15.58 percent, respectively). Conclusion Despite reviewing the same cases, the results among the three raters was widespread. ROSIS narratives were shorter than ICRP, which suggests that longer narratives lead to more consistent results. This study shows that the incident reporting system can be optimized to yield more consistent results.