A national survey of glucose intolerance and cardiovascular disease risk factors in Oman has demonstrated a high prevalence of diabetes (10%) and impaired glucose tolerance (IGT, 13% in females and 8% in males). Prevalence of diabetes rose with age to a maximum of over 30% in both sexes. Prevalence of total glucose intolerance (diabetes and IGT combined) exceeded 50% in the seventh (females) and eighth (males) decade of life.

Background: Although several definitions of health systems resilience have many common characteristics, there is no agreed-upon framework that could be used to measure resilience. In this review, we review the concept of resilience, identifying definitions, attributes, antecedents, and consequences and present the findings of the ‘concept analysis’ of Health System Resilience. Methods: In this paper, we follow Schwarz-Barcott and Kim’s Hybrid model, which consists of theoretical, fieldwork and final analytical phases. This review identifies the health systems resilience definitions, attributes, antecedents, and consequences with the aim of developing a framework to identify the domains that could constitute a measure. We searched PubMed, PsycINFO, CINAHL Complete, Ebscohost- Academic Search Premier to download titles and abstracts on Covidence. The articles were screened by two reviewers and disagreements were resolved by discussion with the third reviewer. Each of the three reviewers examined the eligible publications for definitions, attributes, antecedents, and consequences using a pre-defined data extraction form. Results: The initial search yielded 3357 articles. Duplicates and ineligible articles were removed. These were further screened, and 66 of them were removed because they did not include a discussion of health systems resilience, discussed resilience but not in a health systems context, were in languages other than English and did not discuss resilience, and we could not access two full articles. Finally, we included 130 studies in the analysis. Conclusions: Resilience antecedents are decentralization, available funds, investments and resources, staff environment and motivation, integration and networking, and finally, diversification of the staff. The attributes are the availability of resources and funds, adaptive capacity, transformative capacity, learning and advocacy, and progressive leadership. The consequences of health system resilience are improved health system performance, a balanced governance structure, improved expenditure and financial management of health, and maintenance of health services that support UHC throughout crises. We propose a framework as a basis of a measurement tool for health system resilience.

Background: A study in 2014 on systems and processes needed to enhance the quality of health professions education during a period of transition at the Ministry of Health Educational Institutes; now known as Oman College for Health Sciences and the Higher Institute for Health Specialties, revealed positive expectations of staff towards the upgrade to a four-year college. However, staffs were uncertain about how they would manage the change, resulting in adverse psychological impact. The purpose of this study was to evaluate the overall readiness for change at Oman College of Health Sciences (OCHS) and the Higher Institute for Health Specialties (HIHS) during its second phase of transition.Aim of the study: to evaluate the overall readiness for change at Oman College of Health Sciences (OCHS) and the Higher Institute for Health Specialties (HIHS) during its second phase of transition.Methodology: a mixed method case study approach was conducted during the period of August 2017 to March 2019. For the quantitative part of the study, the authors used the Organizational Change Readiness Assessment OCRA tool to explore the barriers and drivers regarding change implementation experienced by employees at (OCHS) during a period of transition. This was followed by semi-structured interviews with five participants in leadership position of OCHS and the HIHS.Results: of 381 questionnaires distributed, 128 were completed; a response rate of 33.6%. The quantitative findings identified inhibitors that had the highest impact towards successful change implementation to be information processes, organizational structure and task processes, and human resources system, while the qualitative analysis resulted in two main themes, organizational readiness for change, and individuals’ readiness for change.Conclusion: Based on the results, it was apparent that the existing change and transition management strategies require further planning. Study findings indicated that readiness for change was influenced by organizational and behavioral factors. Both aspects were accompanied by challenges and possible opportunities regarding change implementation.Recommendations: This study recommended that other future studies should be conducted within the scope of this study to include students and external stakeholders.