20.500.12556/DKUM-17361 Lastnosti in značilnosti dobrega vodje v zdravstveni negi Properties and characteristics of a good leader in health care Teoretično izhodišče: Dober vodja se zaveda pomena vodenja in tega, da mora veščine dobrega vodenja ves čas razvijati kot odgovor na hitro spreminjajoči se sodobni svet. Na vseh področjih velja, da so odnosi pri delu, zadovoljstvo zaposlenih, njihov položaj in počutje, odvisni od vodje. Prav zato je nujno zbiranje povratnih informacij, pohval, graj in pričakovanj zaposlenih, da bi se ustvarilo takšno vzdušje, ki bi ustrezalo večini. Namen: Z raziskavo smo želeli ugotoviti, kateri je prevladujoči stil vodenja v zdravstveni negi, v čem se pogled na vodenje med podrejenim in vodjo razlikuje in v čem si je enak, kako na način vodenja vodij vpliva delovna organizacija ter katere metode oziroma prijeme vodje uporabljajo kot motivacijo podrejenih za doseganje zastavljenih ciljev. Metoda: Osnovna uporabljena metoda je bila splošna raziskovalna metoda spoznavnega procesa, razširjena z metodo iskanja ustrezne literature in anketnega vprašalnika. V raziskavi je sodelovalo 10 vodij in 77 podrejenih v negovalnih timih Splošne bolnišnice Novo mesto. Rezultati: Podatki, ki smo jih pridobili z raziskavo, kažejo, da vodje in podrejeni na lastnosti dobrega vodje gledajo zelo podobno: vodja mora biti pošten, organiziran, odločen in odgovoren; duhovitost in dominantnost pa sta manj pomembni, a ne nepomembni lastnosti. Podrejeni si želijo participativno-demokratsko vodenje, ki si ga vodje sicer pripisujejo, medtem ko podrejeni njihovo vodenje opisujejo kot avtokratsko-demokratično. Pozitivno klimo, reševanje konfliktov in nagrajevanje v smislu pohval in priznanj podrejeni smatrajo kot pomembno motivacijo pri delu. Oboji pa tudi menijo, da ima na vodje prevelik vpliv organizacija in njeno vodstvo oziroma sam sistem dela v javnem sektorju. Sklep: Vodje in podrejeni imajo zelo podoben oziroma skoraj identičen pogled na lastnosti dobrega vodje. Podrejeni v Splošni bolnišnici Novo mesto želijo participativno-demokratskega vodjo. Pozitivno klimo in reševanje konfliktov uvrščajo visoko na lestvici motivacije pri samem delu tako vodje kot podrejeni. Oboji pa menijo, da ima na vodje in njihov način vodenja prevelik vpliv organizacija oziroma njeno vodstvo. Theoretical starting-point: A good leader is aware of the meaning of leadership as well as that good leadership skills have to be developed continuously as an answer to a rapidly evolving modern world. It holds true for all the fields that the work relations, satisfaction of the employees, their position and well-being depend on the leader. Therefore, it is imperative to receive feedback information, praise, criticism and expectations of the employees, in order to create an atmosphere, which suits the majority. Purpose: With this research we wanted to establish which leadership style prevails in the medical care, how the view on leadership varies between the employee and the leader and in which points they agree, how the leadership style is influenced by a work organisation and which methods or approaches are used by the leaders so as to motivate the employees to achieve the goals. Method: The basic method used was a general research method of a cognitive process, which also included the method of searching for the appropriate literature and using a questionnaire. The research included 10 leaders and 77 employees of the nursing teams of the Novo mesto General Hospital. Results: The data we acquired with the research reflects that both leaders and employees see a good leader in the same way: a leader has to be honest, organized, determined and responsible, wit and dominance are not essential although not unimportant. Employees desire a participatory-democratic leadership, which the leaders attribute to themselves, while the employees see their leadership as autocratic-democratic. A positive climate, solving of conflicts, approval and recognition are considered as positive work motivation by the employees. Both, leaders and employees believe that the leaders are under excessive influence of the organization and its directors or the work system in the public sector. Conclusion: Leaders and employees have a very similar and almost identical opinion in relation to the qualities of a good leader. Employees of the Novo mesto General Hospital prefer a participatory-democratic leader. Positive environment and solving of conflicts are placed high on a motivation ladder by leaders and employees. zdravstvena nega lastnosti vodje stili vodenja motivacija Splošna bolnišnica Novo mesto. Medical care leadership qualities leadership style motivation Novo mesto General Hospital true true false [G. Laznik] Slovenski jezik Angleški jezik Diplomsko delo 2011-01-26 23:19:37 2011-03-09 14:29:29 2022-04-13 09:26:27 2023-12-22 03:24:32 2011 0 Maribor 0 0000-00-00 NiDoloceno NiDoloceno NiDoloceno 0000-00-00 0000-00-00 0000-00-00 614.2:005 1675428 URN:SI:UM:DK:DLYB5BC7 VS_Laznik_Gorazd_2011.pdf VS_Laznik_Gorazd_2011.pdf 1 07FB95B50CE3D81F83523732AFD51E5C 837e4aba4386a19c887848f7e53f792fbc9d96bcc35ed9fbd1ef0a3bdd8b0a42 df448aa1-7c04-11eb-bb7a-00155d0001ca 20.500.12556/dkum/efc754c6-2a39-4c41-8cf7-46a6d97a7c76 https://dk.um.si/Dokument.php?lang=slv&id=20213 Fakulteta za zdravstvene vede 0 0 0