Background: Ejection fraction have been used frequently
for assessment of the left ventricular function, but can be
associated with errors in which myocardial performance
index have been used as another parameter to measure the
left ventricular function.
Objective: selecting another echocardiography parameter
for the assessment of myocardial in function instead of the
ejection fraction.
Methods: 160 patients referred to the echocardiogram unit
from the period december 2007 to august 2008 requesting
assessment of left ventricular function. After clinical
examination, routine blood tests; chest x-ray and
electrocardiographic recording have been completed. All
patients informed to come for this unit after the first visit
monthly for three successive months. For the purpose of
comparison (30) thirty volunteers admitted to this study as
control having same age range. The (160) patients were
categorized into two groups.
Group (A) includes (70) patients with ischemic heart
disease with complications like pulmonary oedema,
myocardial infarction, recent admission to coronary care
unit because of recurrent severs chest pain. Group (B)
includes (90) patients with ischemic heart disease without
any of the above complications. Myocardial performance
index is done by using the four chambers view and pulse
wave and curser along the mitral inflow of the blood jet.
Results: Assessment of left ventricular function by using
the myocardial performance index in group A was more
significant than using the ejection fraction in comparison to
the control group (P value 0.02, 0.03 respectively) the same
was found in group B in comparison to control group (P
value 0.01; 0.05 respectively).
Conclusion The myocardial performance index (MPI) in
the control groups was 0.44-0.36 MS indicating that its
range is very narrow in the control group, The (MPI) in the
two groups of patients was high in comparisons with
control group
The study seeks to identify e-governance requirements in human resources management, which are (administrative requirements, technical, human, financial, and security) which is a new style differs from the traditional management pattern, where work depends on multiple forms and methods of Tools, (e. g. computers and various electronic software), by relying on powerful information systems that help to make management decisions as quickly and less effortless and less expensive to keep up with the tremendous technological advancements in the field of information and communication technology revolution.
The sample included 132 Person who constitute a position (Director General, assistant Director General, section managers and d
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