Značaj i uticaj menadžmenta na ključne pokazatelje aktivnosti hirurških klinika
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High quality and purposeful changes in secondary and tertiary healthcare institutions in Serbia can only be expected with fundamental transformations of management and evidence from real practice. The main goal of the research is to determine the quality of skills, of KC Niš surgical clinics, managers and their significance and impact on the key activity indicators of the mentioned clinics and on the motivation of the employees. The primary research was carried out by a survey method on a valid sample of 11 surgical clinics KC Niš. The main components of the questionnaire are: general characteristics, attitudes and opinion, motivation, leadership qualities, managing, managerial skills, job satisfaction. Then, interviews and focus groups in the examined clinics were organized and analyzed, in order to cross data and reduce the potential biase. SWOT analysis formulated the future strategic direction of management in the examined clinics. The results of the research have sho...wn that the highest motivation factors among the respondents are the height of wages, job security, the ability to develop their own skills and abilities, and the chance to do something worthwhile. The lowest motivation factor of the respondents was praise by the superiors. The most important skills and characteristics of a successful manager are, according to the survey, communication, successful organization of work, equal distribution of tasks to employees, fostering positive interpersonal relations. A successful healthcare manager should be a doctor, with training from management, which provides adequate conditions for the work of employees, motivates employees and is creative. Respondents have the highest satisfaction with regard to the nature of the work, but the overall satisfaction levels are low. The overall satisfaction of the respondents is statistically significantly related to managerial roles, and the evaluation system, equal distribution of tasks, teamwork, motivation and stimulation, while the reward system, were considered to be of the most importance. The strength of the surgical clinic is human resources, professional and motivated staff, as well as the connection with the Medical faculty, while the weakness is the insufficient number of employees, inadequate motivation and burn out at work. Opportunityans solution is seen in a New Clinical Center building, accreditation and new legal regulations in planning the number of employees in health care. A statistically significant correlation between job satisfaction and three parameters of quality of health care was found.