Dissertations / Theses on the topic 'Hospital administration'

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Health organizations are social systems consist of patterned activities implemented in a complementary, interdependent, with structures, people, technologies, processes, services / products, culture and communication system itself. The communication tool is responsible for coordinating and enabling dialogue between the various subsystems that compose the organization. The hospital is one of the more complex types of organization, due to the extensive network of activities / services it provides and develops. Is multi-purpose space, employs large numbers of skilled professionals, has a division of labor heavily accented. Manage it efficiently is a challenge, involving modern management, strategy planning, organizational communication enabling the effective deployment of actions as well as dissemination of the mission, goals, philosophy to be made by all employees. Considering the relevance of communication processes within the hospitals public institutions, this work aims generally describe and analyze how it establishes the communication process between nursing units of a university hospital and between them and their administrative sectors to which it relates. We chose the method of case study and the study was developed in a university hospital in Goiânia-GO with 27 nurse managers from service units of the Board of Nursing (DE). Data collection was divided into two stages, integrating individual interviews and semi-structured group interview, recorded, transcribed and analyzed together with data from observations made during the interviews recorded in the field diary. The material was treated on the basis of content analysis. The results revealed that the intersetorial communication happens primarily through telephone calls, personal meetings, documents for internal circulation, dealing primarily with the demands of patients. With DE regard to situations or problems related to care, administrative issues of conservation, building maintenance, solicitation and acquisition of material. With the administrative sectors oriented messages to request services, maintenance and supply of materials. Most participants stressed that communication is efficient in its purpose of transmitting information, but is not effective in providing behavior change in the receivers. We identified five themes for factors that hinder communication: structural constraints of hospital, complexity of hospital organization, features of public organizations and lack of systemic vision of nurse managers and other servers. The factors that drive: agile movement of information, support, hierarchical organizational structure, coordination and integration between units and sectors, strengthening of problem situations, cooperative professional attitude, use of informal communication. To cope with the problems encountered in research is suggested improvement of skills of all employees and managers of hospital information technology in the communication process, the organizational changes in order to get more horizontal organizational structure, based on shared management model that achieves the principles of modern management. It is recommended that future studies be conducted among other boards, and other professional staff who are not in a managerial role with the intention to expand the scope of the investigation
padronizadas executadas de forma complementar, interdependentes, com estruturas, pessoas, tecnologias, processos de serviços/produtos, cultura e sistema de comunicação própria. A comunicação é ferramenta responsável por coordenar e permitir o diálogo entre os vários subsistemas que compõem a organização. A instituição hospitalar é um dos tipos mais complexos de organização, devido à extensa rede de atividades/serviços que presta e desenvolve. É espaço de múltiplas finalidades, emprega grande número de profissionais especializados, possui uma divisão de trabalho fortemente acentuada. Administrá-la de modo eficiente é um desafio, que envolve gestão moderna, planejamento de estratégias de comunicação organizacional que permita a implantação eficiente de ações, bem como disseminação da missão, objetivos, filosofia a serem assumidos por todos os funcionários. Considerando a relevância dos processos comunicacionais dentro das instituições públicas hospitalares, esse trabalho teve como objetivo geral descrever e analisar como se estabelece o processo de comunicação entre unidades de enfermagem de um hospital universitário e entre as mesmas e setores administrativos com os quais se relaciona. Optou-se pelo método do estudo de caso, sendo a pesquisa desenvolvida em hospital universitário em Goiânia-GO com 27 enfermeiros gerentes das unidades de atendimento da Diretoria de Enfermagem(DE). A coleta de dados dividiu-se em duas etapas, integrando entrevistas individuais semi-estruturadas e entrevista grupal, gravadas, transcritas e analisadas juntamente com dados de observações realizadas durante as entrevistas registradas no diário de campo. O material foi tratado com base na análise temática de conteúdo. Os resultados revelaram que a comunicação intersetorial na DE acontece prioritariamente por contato telefônico, encontros pessoais, documentos de circulação interna, tratando basicamente das demandas com pacientes. Com a DE diz respeito a situações problemas ou relacionadas à assistência, questões administrativas de conservação, manutenção predial, solicitação e aquisição de material. Com os setores administrativos as mensagens se orientam para solicitação de serviços, manutenção e suprimento de materiais. A maioria dos participantes ressaltou que a comunicação é eficiente em seu objetivo de transmitir informações, porém não é eficaz em proporcionar mudança de comportamento nos receptores. Identificaram-se cinco categorias temáticas para os fatores que dificultam a comunicação: limitações estruturais do hospital, complexidade da organização hospitalar, particularidades das organizações públicas e falta de visão sistêmica de enfermeiros gerentes e demais servidores. Os fatores que a impulsionam: agilidade na circulação das informações, suporte da estrutura hierárquica organizacional, articulação e integração entre unidades e setores, intensificação das situações problemas, postura profissional cooperativa, uso da comunicação informal. Para enfrentamento dos problemas encontrados na pesquisa sugere-se aperfeiçoamento das competências de todos os funcionários e gerentes do hospital, informatização no processo da comunicação, alterações do organograma, no sentido de buscar estrutura organizacional mais horizontalizada, baseada em modelo de gestão compartilhada que atinja princípios da administração moderna. Recomenda-se que estudos futuros sejam realizados junto às outras diretorias, demais categorias profissionais e funcionários que não estão em função gerencial com a intenção de ampliar o alcance da investigação

The role of marketing and marketing communication in hospitals has grown in the last decade. The need for hospitals to make careful decisions about their marketing communication efforts is mandated, given the changes taking place in the hospital industry. The purpose of this dissertation was to conduct empirical research to determine whether for-profit and non-profit hospitals perceive and utilize promotion as a marketing strategy element. The two steps taken included: identifying important factors considered by hospital administrators and marketing staff in the development of communication messages designed for patients, hospital staff and medical staff; and testing the factors developed and studying the attitudes of hospital personnel toward promotion using a national sample of hospitals. In phase 1, focus group interviews were conducted in a surrogate for-profit hospital and a surrogate non-profit hospital. In phase 2, an original mail questionnaire was used to collect data from a sample of 80 hospitals. A total of 38 hospitals participated, providing 114 usable responses. Test statistics included content analysis, Chi-Square, Pearson correlation coefficient and Analysis of Variance. The results of the focus group study indicated the practice of marketing in hospitals is in its early growth stages and marketing is viewed as nothing more than advertising and public relations. The results of the mail survey indicated that respondents in small for-profit hospitals with 20 to 30 years of experience as professionals, with key decision making authority, are favorably disposed to marketing and marketing communication. It was also found that respondents in large non-profit hospitals are very positive towards marketing. In contrast, respondents in medium and large for-profit hospitals, who are not directly involved in decision making, tend to be less positive towards marketing. The study serves as a basis for future research which may involve, (1) a larger sample frame, (2) hospitals in inner-city and rural areas, (3) investigation of the association between hospital ownership and hospital efficiency, and (4) development of a profile of respondents by title held, in hospitals.

A passagem de plantão é um recurso estratégico para a organização dos cuidados de enfermagem, que permite a continuidade da assistência efetiva. Trata-se de uma atribuição do enfermeiro, que precisa desenvolver a competência em comunicação para coordenar, organizar e realizar a passagem de plantão. A reconfiguração do papel do hospital, importância da integralidade e continuidade do cuidado, relevância da temática para o trabalho do enfermeiro e da equipe de enfermagem e a carência da produção científica sobre a passagem de plantão na atenção hospitalar justificaram a realização desta pesquisa. O objetivo foi identificar potencialidades e limitações da passagem de plantão de enfermagem na atenção hospitalar. Trata-se de estudo descritivo, abordagem qualitativa, utilizando Técnica do Incidente Crítico. Desenvolvido nas Unidades Funcionais da Neurologia e Clínica Cirúrgica, de hospital público universitário, referência para atenção às urgências e emergências, em município da região nordeste do Estado de São Paulo. Os participantes foram enfermeiros que atenderam aos critérios de inclusão: ser profissional nos serviços selecionados, não estar direta ou indiretamente envolvido com o estudo e estar presente na unidade à época da coleta de dados, e foram critérios de exclusão: estar ausente da unidade em decorrência de afastamentos de qualquer natureza. Para coleta de dados, foram realizadas entrevistas semiestruturadas, gravadas, transcritas integralmente. Para análise, foi utilizada a estatística descritiva e para os relatos utilizou-se a análise de conteúdo. Foram encontradas 76 situações, 103 comportamentos e 126 consequências. As situações tiveram predomínio de referências negativas (73,7%), agrupadas em quatro categorias: comunicação, interrupções na passagem de plantão, aspectos ambientais e aspectos organizacionais. Os comportamentos tiveram maioria de referências negativas (63,1%), agrupados em quatro categorias: comunicar, interromper a passagem de plantão, questionar a estrutura de trabalho e utilizar recursos tecnológicos. As consequências concentraram referências negativas (65,8%), agrupadas em quatro categorias: comunicação, tempo, organização do trabalho e relações interpessoais. As referências positivas foram entendidas como potencialidades e as referências negativas como limitações para a passagem de plantão. Nesse sentido, pode-se afirmar que os resultados referentes a situações, comportamentos e consequências evidenciam predomínio de limitações para a passagem de plantão incluindo as interrupções, falhas na comunicação, ausência de um local adequado para a realização da passagem de plantão e extensão na carga horária de trabalho, que podem repercutir em fatos inadequados para o atendimento ao usuário, tais como possibilidade de erros, duplicação/repetição de cuidados ou supressão destes inadvertidamente. Cabe destacar que, embora menos frequentes, as referências potencializadoras da passagem de plantão dizem respeito à comunicação em sua forma, foco, objetividade e conteúdo, as informações, utilização de recursos que facilitam a transmissão de informações e ambiente adequado. Os resultados permitiram um diagnóstico situacional sem, contudo, avançar para proposição de sugestões e intervenções, uma vez que a construção conjunta com os implicados das respectivas unidades pode estimular o processo participativo, criativo e de corresponsabilização. É preciso resignificar a passagem de plantão como parte das atividades de enfermagem, inserida em contexto institucional, que produz impacto para a equipe de enfermagem e multiprofissional, mas acima de tudo para os usuários
The shift is a strategic resource for the organization of nursing care, which allows continuity of effective care. This is task of the nurse, who must develop communication skills to coordinate, organize and perform the shift. The reconfiguration of the role of hospital, the importance of integrality and continuity of care, the relevance of the theme to nurses\' work and nursing team, and the lack of scientific production about shift in hospital care justified this research. The aim was to identify the potentialities and limitations of the nursing shift in hospital care. This is a descriptive study with qualitative approach, using the Critical Incident Technique. It was developed at the Functional Units of Neurology and Surgical Clinic of a public university hospital, which is reference for urgency and emergency care, in a municipality in the northeastern region of the São Paulo state. Participants were nurses who met the inclusion criteria, which were the following: to be professional in the selected services, not being directly or indirectly involved with the study and to be present at the Unit at the time of data collection; and the exclusion criteria: absent from the Unit due to work leaves. For data collection, semi-structured, recorded and fully transcribed interviews were used. Descriptive statistics was used for the analysis and content analysis was used for the reports. There were 76 situations, 103 behaviors and 126 consequences. The situations had a predominance of negative references (73.7%), grouped into four categories: communication, interruptions in shift, environmental aspects and organizational aspects. The behaviors had a majority of negative references (63.1%), grouped into four categories: to communicate, to interrupt the shift, to question the work structure and to use technological resources. The consequences concentrated negative references (65.8%), grouped into four categories: communication, time, work organization and interpersonal relations. Positive references were understood as potentialities and negative references as limitations to shift. In this sense, the results regarding situations, behaviors and consequences showed a predominance of limitations for the shift, including interruptions, communication failures, lack of a suitable place for performing the shift and extension of working hours, which can have repercussions on inappropriate facts for user\'s assistance, such as the possibility of mistakes, duplication/repetition of care or interruption of it inadvertently. It is highlighted that, although less frequent, the potential references of the shift are related to communication in its form, focus, objectivity and content, to the information, use of resources that facilitate the transmission of information and adequate environment. The results allowed a situational diagnosis without, however, moving forward to propose suggestions and interventions, since the joint construction with those involved in the respective units can stimulate the participatory, creative and co- responsible process. It is necessary to re-signify the shift as part of the nursing activities, inserted in an institutional context that produces impact for the nursing and multiprofessional team, but above all for the users

A nova configuração do papel dos hospitais, na perspectiva da construção de redes de atenção à saúde, tem implicações para o trabalho do enfermeiro com cargo gerencial no tocante às suas ações/decisões administrativas, assistenciais e de ensino. Nesse sentido, este estudo teve o objetivo de identificar os aspectos facilitadores e dificultadores do trabalho do enfermeiro em cargos gerenciais, em um hospital público, de urgência, do interior paulista. Para tanto, foi realizado um estudo descritivo de abordagem quantitativa de dados qualitativos, utilizando a Técnica do Incidente Crítico, para o levantamento das percepções e atitudes em relação ao objeto de investigação. O estudo foi desenvolvido em uma instituição hospitalar de ensino, pública, de nível terciário, situada no nordeste do Estado de São Paulo, Brasil. Participaram 15 enfermeiros em cargos gerenciais que atuavam no referido cargo há pelo menos um ano, sendo excluídos aqueles que se encontravam ausentes do local de trabalho à época da coleta dos dados, em decorrência de afastamentos legais ou por não ter sido possível realizar a entrevista após cinco agendamentos cancelados. A coleta dos dados ocorreu por meio de entrevista semiestruturada individual. Foram relatados incidentes críticos, que se constituíram em 42 situações, das quais 33,3% foram positivas e 66,7% negativas; repercutindo em 57 comportamentos, sendo 84,2% positivos e 15,8% negativos e 74 consequências, sendo 41,9% positivas e 58,1% negativas. Os dados da análise de conteúdo foram agrupados por similaridade de conteúdo. Consideram-se aspectos facilitadores situação/comportamento/consequência com referências predominantemente positivas, as categorias, a saber: interação: equipe, paciente, família; gerenciar a unidade de trabalho; questionar a implantação do Grupo Gestor e comunicar-se. Em contrapartida, foram considerados aspectos dificultadores situação/comportamento/consequência com referências predominantemente negativas, as categorias: estrutura organizacional; gestão de infraestrutura e gestão de pessoas. Cabe destacar que esses resultados podem subsidiar o trabalho do enfermeiro em cargo gerencial e, também, dos próprios gestores do hospital, uma vez que os aspectos dificultadores do trabalho do enfermeiro em cargo gerencial dizem respeito, em sua maioria, a questões de pouca governabilidade para esse profissional. Assim, evidencia-se a necessidade de maior aproximação dos gestores e enfermeiros com cargo gerencial, a fim de, juntos, solucionarem questões que favoreçam o processo de cuidar e de coordenar o trabalho. É inegável a clareza que os participantes trouxeram sobre sua responsabilidade profissional, visto que, embora os incidentes tenham tido referências predominantemente negativas, os comportamentos apresentados tiveram referências predominantemente positivas, evidenciando os esforços que esses profissionais despendem para superar as dificuldades vivenciadas e a importância considerada em poder compartilhar decisões e ações a serem realizadas
The new configuration of the role of hospitals, with a view to building health care networks, has implications for the work of nurses in management positions in relation to their administrative, helth care and teaching actions/decisions. This study aimed to identify the facilitating and hindering aspects of the work of nurses in management positions in a public emergency hospital in the interior of the state of São Paulo. A descriptive study with quantitative approach of the qualitative data was performed, using the Critical Incident Technique, to survey the perceptions and attitudes in relation to the researched object. The study was developed in a public tertiary-level teaching hospital, located in the northeast region of São Paulo state, Brazil. In total, 15 nurses in management positions, who worked in the function for at least one year, participated, excluding those who were absent from the workplace at the time of data collection as a result of legal absences or because it was not possible to conduct the interview after five appointments canceled. Data collection was performed through individual semi-structured interview. Critical incidents consisting of 42 cases were reported, of which 33.3% were positive and 66.7% negative, culminating in 57 behaviors, of which 84.2% positive and 15.8% negative, and 74 consequences, 41.9% positive and 58.1% negative. Content analysis data were grouped by similarity of content. Situation, behavior and consequence with predominantly positive references were considered as facilitating aspects, with the following categories: interaction- team, patient, family; to manage the work unit; to question the implementation of the Management Group and to communicate. On the other hand, situation, behavior and consequence with predominantly negative references were considered hindering aspects, with the following categories: organizational structure; infrastructure management and personnel management. It is highligted that these results may support the work of nurses in management positions as well as hospital managers, once the hindering aspects of the work of nurses in management positions are related mostly to issues of poor governance to this professional. Thus, the study evidences the need for closer alignment of managers and nurses with management position, in order to commonly solve issues that favor the care process and work coordination. It is undeniable the clarity that participants have about their professional liability, since although the incidents have had predominantly negative references, behaviors presented had mainly positive references, showing the efforts that these professionals expend to overcome the difficulties experienced and the importance considered in sharing decisions and actions to be taken

BACKGROUND: It is indisputable that hospital administrators especially chief executive officers (CEOs) have been playing more and more significant roles in hospital management since they kind of determine the performance of hospitals as captains do on the ship. Unsurprisingly, the discussion of what excellent hospital managers look like and where they come from is becoming more heated in recent years. Although some countries such as US and UK started hiring non physicians as hospital senior managers last century, aiming to leverage their business skills in order to improve hospital financial performance such as revenue and margins and control operation cost, there is a lack of enough evidence to show they perform better comparing with traditional physician executives regarding successful execution and management. In addition, how to cultivate hospital top managers in a both effective and efficient way is still under the question. OBJECTIVES: To review the citations in order to evaluate physicians as hospital leaders in terms of clinical performance of hospitals, and try to figure out the factors which may be accountable for the manpower planning of hospital managers. METHODS: MEDLINE (OvidSP) and PUBMED were used for systematically selection for key words, and the reference list of the results was also further examined to identify relevant articles. SWOT (strengths, weaknesses, opportunities, threats) analysis on the basis of the data retrieved to illustrate the positive and negative, as well as internal and external factors relevant to physicians as hospital managers. RESULTS: 352 citations in total were searched at the first beginning and 16 articles were covered in this paper. It is agreed that leadership, business acumen, experience, the ability to manage up and down effectively and so on are consisted of the essential hospital CEO’s skill set, as same as CEO’ in other industries. Management education in health care appears to be generally considered crucial and necessary. There is, however, no clear consensus with regard to when in the medical education continuum, how, and for how long managerial education should be provided. MBA or MHA background is not as useful and helpful as we used to consider in terms of physician managers’ career development program. CONCLUSION: There is still a shortage of evidence indicating who is more suitable for the hospital administration position, physicians or non physicians because it is agreed that the standards of assessing hospital performance and accordingly evaluating hospital executives’ performance are still not clear and unified . However, it will be better if hospital managers have dual competencies in both clinical and business fields. Either medical-oriented or business-oriented is insufficient for extraordinary hospital leaders. In addition, the managerial capabilities of medical directors are the key to success. In responds to this consensus, when and how physicians are trained as business managers is critical because it is difficult for non physicians such as MBAs to be educated clinical skills. And thus the timing of education related to business knowledge and skill for physicians and the impacts are twofold. On one hand, “too early” cannot achieve the outcome as good as expected since physicians still lack of enough clinical experience. On the other hand, “too late” will cause the problem that senior clinicians hesitate to change into managers because they have already put a lot of energy and time into clinical work. As a result, role of policy makers in healthcare Human Resource is necessary and vital so as to balance the costs and benefits and to develop an appropriate pathway. These findings could give some hints for the government, to take into consideration whether to invest in better training programs or to enact regulations on manpower planning of hospital executives with aim to gain the further success of hospital management.
published_or_final_version
Public Health
Master
Master of Public Health

Inefficiencies in leadership and limited leadership strategies in hospitals contribute to delayed hospital discharges and an increased financial burden on a hospital. Three administrators from 2 hospitals who are part of a hospital conglomerate in Chicago, Illinois were selected for interview in this qualitative multiple case study to explore how hospital discharge strategies reduce delayed hospital discharges and improve profitability. Contingency was the primary theoretical theory for this study. The purposive sampling consisted of the selections of individual who were knowledgeable and had experience to organize, manage, and implement processes in an organization. Data collection occurred using face-to-face semistructured interviews, direct observation, and a review of discharge documents. Data analysis took place using the modified van Kaam method. Two emergent themes were identified relating to strategies for efficient communications and facilitating effective leadership. Implications for positive social change include the potential to improve health services within the community where access to health care is limited or the need exists for additional hospital beds. Positive leadership strategies in hospitals tend to contribute to the success and wellbeing of employees, patients, communities, and the economy.

Однією з найважливіших галузей будь-якої економіки є охорона здоров’я. Повільне економічне зростання загрожує країні з поганими системами охорони здоров’я та політикою. Протягом останніх років приватна медична галузь швидко зросла і зараз є ключовим джерелом медичної допомоги для багатьох людей. Однак ефективність деяких із цих установ знижувалася через такі фактори, як неналежне медичне обслуговування, медична халатність, недбалість, зростання медичних витрат та найм некваліфікованих працівників. Ці занепокоєння призвели до поганого надання послуг, негативного суспільного іміджу та скорочення клієнтів, що призвело до падіння ефективності приватних лікарень. Основною метою цього дослідження є пошук шляхів підвищення ефективності бізнес-адміністрування приватних лікарень. Для цього дослідження були використані підручники, журнали, відповідна література та Інтернет. Дослідження зробило висновок, що недостатнє фінансування та недостатній внутрішній дохід пов’язані з неправильним веденням обліку, чітко визначеними цілями та ефективним керівництвом. Бюрократія та втручання уряду в управлінські рішення додають до проблем, які постають адміністратори лікарень. У більшості лікарень навчання та розвиток робочої сили неефективні. Крім того, у цьому дослідженні було рекомендовано, щоб прозорість, підзвітність та процес прийняття рішень вимагали оцінки ефективності для покращення за допомогою впровадження найкращих практик. Лікарні повинні бути оцінені на предмет їх ефективності та ефективності, щоб забезпечити довгострокову підтримку. Огляд цих двох характеристик сприяє оптимізації розподілу ресурсів у сфері охорони здоров’я, що покращує економічний та соціальний добробут.
One of the essential industries in every economy is health care. Slow economic growth risks a country with lousy health systems and policies. The private health industry has risen rapidly in recent years and is now a key source of health care for many people. However, the performance of several of these institutions has been declining due to factors such as inadequate medical care, medical malpractice, carelessness, rising medical costs, and the employment of unqualified workers. These concerns have resulted in poor service delivery, a negative public image, and customer attrition, leading to a drop in private hospital performance. The primary purpose of this study is to look into ways to improve the efficiency of private hospital business administration. Textbooks, journals, related literature, and the internet were used for this research. The study concluded that inadequate financing and insufficient internally generated revenue are due to improper record keeping, clearly defined objectives, and effective leadership. Bureaucracy and government meddling in management decisions add to the challenges posed by hospital administrators. In most hospitals, workforce training and development are ineffective. Furthermore, this study recommended that Transparency, accountability and the decision-making process all require performance evaluation to improve through the adoption of best practices. Hospitals must be evaluated for their effectiveness and efficiency to secure long-term support. The review of these two characteristics contributes to resource allocation optimization in healthcare, which improves economic and social well-being.

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Ones of most important strategical decision that are placed for the Brazilian hospitals is how expand its activities for other markets which the same still not been covering. Several strategies are being adopted, and the opening of Satellites Units is one of them and has been adopted by a private hospital in São Paulo. Considering this fact, the objective of this study was to carry through a case study on one of these units, analysing the financial and marketing impacts caused by the implantation of the satellite unit. For this analysis, internal information of the unit had been raised and interviews had been carried through with some managers or people who had relationship with the process of implantation and management of the unit. Futhermore, usuaries had been also interviewed, with the aim to detect theirs perceptions of the unit. The results showed that the users are very satisfied with the Unit. However, there is a clear dissatisfaction in relation to the covering of the supplementary assistance sector. By this fact, it has an important restriction in the access to the unit, that is the main explanation for the negative financial results that the Unit is presenting since its implantation. Due to this results, the unit needs to improve the relationship between the hospital adminsitration and the supplementary health assistance companies in order to revert such situation.
Umas das importantes mais importantes decisões estratégicas que está sendo colocada para os hospitais brasileiros diz respeito à decisão de como expandir sua atuação para outros mercados-alvos no qual o mesmo ainda não tem uma boa cobertura. Diversas estratégias estão sendo adotadas, sendo que a abertura de Unidades Satélites é uma delas e que foi adotada por um hospital privado de grande porte do Estado de São Paulo. Sendo assim, o objetivo do trabalho foi realizar um estudo de caso sobre uma dessas unidades, procurando verificar os impactos financeiros e mercadológicos causados pela implantação da mesma. Para isso, foram levantadas informações internas da unidade e entrevistas foram realizadas com alguns gestores ou pessoas que de algumas forma estiveram relacionadas com o processo de implantação e gerenciamento. Além disso, também foram entrevistados usuários, procurando detectar a percepção dos mesmos sobre a Unidade. Os resultados mostraram que os usuários de modo geral estão muito satisfeitos com a Unidade em termos de atendimento. Entretanto, existe uma clara insatisfação com relação à cobertura do setor de assistência supletiva na Unidade. Em virtude desse fato, há uma restrição importante quanto ao acesso à mesma, o que é uma das mais fortes explicações para os resultados financeiros negativos que a Unidade vêm obtendo desde a sua implantação. Dessa forma, fazem-se necessárias melhorias no relacionamento hospital-operadoras a fim de reverter tal situação.

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This thesis reports a descriptive exploratory case study with qualitative and quantitative approach carried out at the Hospital das Clínicas of the Federal University of Goiás. Its objective is to analyze the possible impacts resulting from the contractualisation process implemented in 2004 with the Municipal Secretary of Health of Goiânia. It analyzed the period from 2001 to 2013, focusing on the production of health care, indicators of hospital performance, financial aspects and investments. A document analysis was made available by the institution and a semi-structured interview with seventeen managers who worked in the management before and after the contracting process of the institution, the Municipal Health Department of Goiânia and the Ministries of Education and Health. The quantitative data and the content analysis for the qualitative ones, using WebQDA software. The results showed that there was a financial impact with contracting, with a reduction in hospital care production, unmet physical goals, low institutional performance with reduction of occupancy rates, idleness, turnover, and reduction in the number of beds. In the manager’s perception, contracting is a definitive policy for hospitals that attend the Brazilian Unified Health System and its effectiveness has brought several benefits, although there are still aspects to be reviewed, such as quantity and quality of human, financial and other resources. It is concluded that this process contributes to decisions and executions actions related to this management model, committed to the quality of health services provided to the population. Negotiations and more feasible pacts are suggested, with compliance with the Ordinance and constant participation of federal, municipal and institutional managers, favoring both hospital performance and improved quality.
Esta tese relata um estudo de caso descritivo exploratório com abordagem qualitativa e quantitativa realizado no Hospital das Clínicas da Universidade Federal de Goiás, tem como objetivo analisar os possíveis impactos decorrentes do processo de contratualização implantada em 2004 com a Secretaria Municipal de Saúde de Goiânia. Analisou o período de 2001 a 2013, com foco quanto à produção da assistência à saúde, dos indicadores de desempenho hospitalar, dos aspectos financeiros e dos investimentos. Realizada uma análise documental disponibilizadas pela instituição e por uma entrevista semiestruturada com dezessete gestores que atuaram na gestão antes e após o processo de contratualização da instituição, da Secretaria Municipal de Saúde de Goiânia e dos Ministérios da Educação e da Saúde. Conduzido uma análise horizontal para os dados quantitativos e a análise de contéudo para os qualitativos, utilizando o software WebQDA. Os resultados mostraram que houve impacto financeiro com a contratualização, com redução na produção da assistência hospitalar, metas físicas não cumpridas, apresentou baixo desempenho institucional com redução das taxas de ocupação, ociosidade, rotatividade, e redução no número de leitos. Na percepção dos gestores a contratualização é uma política definitiva para os hospitais que atendem o Sistema Único de Saúde e sua efetivação trouxe diversos benefícios, apesar de existirem ainda aspectos a serem revistos, tais como quantidade e qualidade de recursos humanos, financeiros e outros. Conclui-se que esse processo contribui para tomadas de decisões e execuções ações relacionadas a esse modelo de gestão, comprometida com a qualidade dos serviços de saúde prestados a população. Sugere-se negociações e pactuações mais exequíveis, com cumprimento da Portaria e participação constante dos gestores federais, municipais e da própria instituição, favorecendo tanto no desempenho hospitalar quanto a melhoria da qualidade desenvolvida.

As equipes de enfermagem de serviços de saúde que recebem acadêmicos, nos estágios de administração em enfermagem, são fundamentais, pois o apoio e o reconhecimento desses profissionais podem auxiliar nos enfrentamentos dos desafios durante as atividades teórico-práticas. Contudo, é preciso dialetizar esta questão, tendo em vista que os estagiários interferem na dinâmica das equipes, exigindo que elas reorganizem o próprio trabalho para acolhê-los, sem prejudicar a assistência. Nesse compasso, desenvolveu-se um estudo qualitativo, exploratório e descritivo, ancorado no referencial pichoniano de Grupo Operativo, com o objetivo de conhecer as percepções de profissionais de enfermagem de um hospital universitário sobre o processo interativo com estagiários de administração em enfermagem. Os dados foram coletados entre dezembro de 2013 e janeiro de 2014 mediante realização de entrevistas semiestruturadas e, balizando-se pela saturação dos dados, a amostra totalizou 11 participantes. As informações foram submetidas à análise de conteúdo do tipo temática, emergindo quatro categorias: “Acadêmicos e equipe de enfermagem: interação que pode propiciar aprendizado, ajuda mútua e satisfação”; “Apesar da pré-tarefa, o trabalho tem que continuar”; “Diante dos obstáculos: defenda-se”; e, por fim, “Equipe de enfermagem: a facilitadora do estágio”. Os resultados apontam que a socialização de conhecimentos no grupo oportuniza o surgimento de espaços coletivos de aprendizado recíproco, estimulando enfermeiros e técnicos de enfermagem a refletirem sobre suas ações e sobre a realidade da enfermagem cujos insights potencializam o papel educativo da equipe junto aos acadêmicos. Entretanto, o início da convivência é repleto de expectativas e ansiedade, tendo em vista o momento novo vivenciado pelo grupo. Neste contexto, a instabilidade no processo interativo se acentua em razão das ansiedades básicas, impedindo o grupo de se apropriar da realidade, fazendo-o permanecer na pré-tarefa. Em razão da supervisão direta dos acadêmicos, que precisa ser potencializada face às suas supostas limitações, os enfermeiros utilizam mecanismos de defesa de modo a se adaptar e se proteger, evitando o enfrentamento dos obstáculos. Essa condição pode acarretar distorções no processo de ensino-aprendizagem, tangenciando questões importantes para o bom aproveitamento do estágio. Por outro lado, no intuito de proporcionar experiências singulares aos acadêmicos e de contribuir para a formação de profissionais competentes, enfermeiros e técnicos de enfermagem se mobilizam para adotar estratégias que perpassam os atributos desejáveis para um bom coordenador de grupo, tais como paciência, empatia, comunicação e coerência. Desse modo, constatou-se que a articulação entre enfermeiros, técnicos de enfermagem e estagiários é complexa, pois ora implica em momentos de aprendizado mútuo e cooperação, ora em situações estressantes e conflitantes. Porém, é nesse movimento que o grupo se constitui e se transforma para consolidar o genuíno trabalho em equipe. Para ampliar a compreensão do tema, sugere-se a escuta dos demais sujeitos envolvidos no processo, tais como os docentes, estagiários de docência e os próprios acadêmicos em formação; também, elenca-se a possibilidade de replicação do estudo em outros cenários da prática, tanto do ponto de vista institucional como da especificidade de atenção à saúde. Como contribuição, conferindo tônica à operatividade grupal, espera-se contribuir para o preparo das equipes de enfermagem frente à presença constante e rotativa de acadêmicos em suas atividades. Pressupõe-se, ainda, que os participantes venham se constituir em multiplicadores potenciais nas equipes de enfermagem para fomentar um alinhamento proativo aos pressupostos que alicerçam os hospitais universitários, onde ganham destaque ações qualificadas em nome do ensino, pesquisa e assistência.
Nursing teams of health services that receive academic students, in the internships of nursing administration, are essential, because the support and recognition of these professionals can assist in the confrontation of challenges during the theoretical-practical activities. Nevertheless, one needs to use dialectic in this issue, taking into account that the trainees interfere in the dynamics of teams, requiring that they reorganize their own work to host them, without hampering the care actions. In light of the above, we developed a qualitative, exploratory and descriptive study, anchored in the Pichonean framework of Operative Group, with the objective of knowing the perceptions of nursing professionals of a university hospital on the interactive process with trainees of nursing administration. The data were collected between December 2013 and January 2014 through the accomplishment of semi-structured interviews and, with basis on data saturation, the sample amounted to 11 participants. The information was submitted to the thematic content analysis, which gave rise to four categories: “Academic students and nursing team: interaction that can provide learning, mutual aid and satisfaction”; “Despite the pre-task, the work needs to go on”; “Before the obstacles: defend yourself”; and, finally, “Nursing team: the facilitator of internship”. The results indicate that the socialization of knowledge within the group enables the onset of collective spaces for reciprocal learning, stimulating nurses and nursing technicians to reflect on their actions and on the reality of nursing whose insights enhance the educational role of the team in conjunction with the academic students. Nonetheless, the beginning of the coexistence is full of expectations and anxiety, given the new moment experienced by the group. In this context, the instability in the interactive process is accentuated because of the basic anxieties, preventing the group from taking ownership of the reality, causing it to remain in the pre-task. Due to the direct supervision of academic students, which needs to be enhanced in light of their alleged limitations, nurses make use of defense mechanisms in such a way to adapt and protect themselves, avoiding the confrontation of obstacles. This condition can entail distortions in the teaching-learning process, affecting important issues to the good use of the internship. On the other hand, with the intention of providing unique experiences to academic students and contributing to the training of skilled professionals, nurses and nursing technicians mobilize to adopt strategies that go through the desirable assignments for a good group coordinator, such as patience, empathy, communication and coherence. Accordingly, we found that the articulation among nurses, nursing technicians and trainees is complex, because sometimes it involves moments of mutual learning and cooperation, sometimes it leads to stressful and conflicting situations. However, this is the movement in which the group is constituted and transformed to consolidate the actual team work. In order to increase the comprehension of this theme, we suggest hearing the other subjects involved in the process, such as teachers, teacher trainees and even the academics in training; furthermore, we list the possibility of replication of this study in other practice scenarios, whether of the institutional point of view and of the specificity of health care. As a contribution, giving emphasis to the group operativity, we hope to contribute to the preparation of nursing teams before the rotating and constant presence of academic students in their activities. In addition, there is an assumption that the participants may be potential multipliers in nursing teams to foster a proactive alignment with the assumptions underpinning the university hospitals, where qualified actions on behalf of education, research and care are highlighted.
Los equipos de enfermería del os servicios de salud que reciben académicos, en las prácticas de administración en enfermería, son esenciales, pues el apoyo y el reconocimiento de estos profesional es pueden ayudar en los enfrentamientos de los desafíos durante las actividades teórica-prácticas. Sin embargo, debe dialetizar esta cuestión, teniendo en cuenta que los practicantes interfieren en la dinámica delos equipos, exigiendo que sus miembros reorganicen el propio trabajo para acogerlos, sin perjudicar la asistencia. En esta medida, se desarrolló un estudio cualitativo, exploratorio y descriptivo, anclado en el marco de pichoniano de Grupo Operativo, con el objetivo de conocer las percepciones delos profesionales de enfermería de un hospital universitario en el proceso interactivo con los practicantes de administración de enfermería. Los datos fueron recogidos entre diciembre 2013 y enero 2014 mediante la realización de entrevistas semi-estructuradas y, determinando se por la saturación de los datos, la muestra totalizó 11 participantes. Las informaciones fueron sometidas a análisis de contenido del tipo temática, emergiendo cuatro categorías: “Académico y el equipo de enfermería: interacción que puede proporcionar el aprendizaje, ayuda mutua y satisfacción”; “A pesar de la pre-tarea, el trabajo debe continuar”; “Frente a los obstáculos: defenderse”; y, finalmente, “El equipo de enfermería: la facilitadora de la práctica”. Los resultados indican que la socialización del conocimiento en el grupo favorece la aparición de espacios colectivos para el aprendizaje mutuo, estimulando enfermeros y técnicos de enfermaría a reflexionar sobre sus acciones y sobre la realidad de la enfermería cuyos insights potencializan el papel educativo del equipo junto a los académicos. Sin embargo, el comienzo de la vida está lleno de expectativas y ansiedad, en vista del momento nuevo experimentado por el grupo. En este contexto, la inestabilidad en el proceso interactivo se acentúa a causa de las ansiedades básicas, evitando el grupo de apropiarse dela realidad, haciéndolo permanecer en la pre-tarea. Debido a la supervisión directa delos académicos, que necesita ser optimizada delante de sus supuestos límites, los enfermeros utilizan mecanismos de defensa para adaptarse y protegerse, evitando el enfrentamiento de los obstáculos. Esta condición puede conducir a distorsiones en el proceso de enseñanza-aprendizaje, relacionando cuestiones importantes para el bueno aprovechamiento de la práctica. Por otra parte, con el fin de proporcionar experiencias singulares a los académicos y de contribuir a la formación de profesionales competentes, los enfermeros y técnicos de enfermaría se movilizan a adoptar estrategias que subyacen los atributos deseables para un buen coordinador de grupo, tales como paciencia, empatía, comunicación y coherencia. Así, se notó que la articulación entre enfermeros, técnicos de enfermaría y practicantes es complejo, porque a veces implica momentos de aprendizaje mutuo y cooperación, en otro momento situaciones de estrés y conflicto. Sin embargo, este movimiento que el grupo se constituye y transforma para consolidar el genuino trabajo en equipo. Para ampliar la comprensión del tema, se sugiere la escucha de los de más sujetos envueltos en el proceso, tales como profesores, practicantes de enseñanza y los propios académicos en formación; También, enumera la posibilidad de replicación del estudio en otros escenarios de práctica, tanto el punto de vista institucional como de la especificidad de la atención a la salud. Como contribución, confiriendo tónica a la operatividad del grupo, se espera contribuir para el preparo delos equipos de enfermería a través de la presencia constante y rotativa de académicos en sus actividades. Se supone, también, que los participantes pueden constituir en multiplicadores potenciales en los equipos de enfermería para fomentar un alineamiento proactivo a los supuestos que sustentan los hospitales universitarios, que se destacan acciones calificadas en nombre de la enseñanza, la investigación y la atención.

This study examined hospital characteristics that affected the differential in hospital mortality, while controlling for the effect of community attributes. Analytical models for the determinants of hospital mortality were formulated and validated through an empirical examination of 243 hospitals that had higher or lower mortality rates than expected for Medicare beneficiaries. The dependent variable for this study was death rates for 1984 Medicare patients in united states hospitals released in 1986 by the Health Care Financing Administration. Structural equation models that portray the causal relation between organizational constructs and hospital mortality rate were formulated. This causal model was empirically validated. The findings suggest that the "size" effect on hospital mortality is a spurious one. Specialization was found to be negatively related to hospital mortality when the effects of other variables were simultaneously controlled. Hospitals having a higher degree of specialization tended to have a lower mortality rate. The effect of service intensity on hospital mortality was statistically significant when control variables were added into the equation. Thus, a hypothesized positive relationship between service intensity and hospital mortality was confirmed; the greater the service intensity, the higher the mortality. Ownership and crude death rate both had a negligible effect on hospital mortality. The only control variable that was statistically significant is "teaching status". The teaching hospitals had a lower mortality rate than nonteaching hospitals did when other organizational factors were controlled.

Staff turnover is high in the hospital industry, influencing health care administration leaders to implement successful strategies to decrease staff turnover. The purpose of this case study was to explore successful strategies to reduce hospital employee turnover. Five health care leaders from Raleigh, North Carolina hospitals were in the sample drawn from the population of medical professionals with successful employee retention in their hospital settings. The conceptual framework for this study was the Herzberg dual-factor theory with the supporting theory, Maslow’s hierarchy of needs theory, and the opposing theory, Vroom’s expectancy theory. Semistructured interviews occurred with 5 leaders. The review of hospital human resource documents, website pages, and training program information combined with interview data for methodological triangulation using the Yin 5-step process, leading to 5 themes. Participants emphasized selective recruitment and hiring with a focus on hiring employees for a good organizational fit. Participants discussed different ways of engaging, supporting, and motivating hospital employees. Strategies included valuing employees, effective communication, recognition, and respect. Participants identified a fair, flexible, collaborative, and safe organizational culture as ideal for the retention of hospital employees who fit with the hospital environment. Reducing employee turnover may improve customer relations and quality of care in hospitals, leading to lower health care costs, representing positive social change for hospital employees and the patients served.

The components of a quality assurance program for smaller hospitals in British Columbia have been defined. These components have been defined by a comparison of the normative standards as determined in the literature and by a survey of administrators. Sixteen administrators of predominantly acute-care, accredited, 20-50-bed hospitals in B.C. were surveyed. Twelve of these administrators were surveyed twice. A new requirement for accreditation was introduced by the Canadian Council on Hospital Accreditation (C.C.H.A.) called the Quality Assurance Standard (1985). This Standard required that quality assurance (QA) programs be established in every department or service in the hospital. The Standard does not give a clear description of the QA functions for each individual department in a smaller hospital. An important and relevant list of specific functions for a QA program were identified at various C.C.H.A. seminars held across Canada in late 1983 and early 1984. The literature review indicated that there were a number of controversial issues affecting the implementation of the QA Standard. In spite of many methodological problems associated with quality measurement and assurance, most hospitals will adopt a quality assurance model. The first survey asked the administrators to define the purpose, goals and objectives of a QA program. They were also asked to determine the QA functions for four areas: hospital board, dietary, nursing and pharmacy. Administrators were asked to identify who in the hospital is primarily responsible for the overall QA program and for the QA program in four areas; the problems and benefits encountered when trying to implement a QA program; and their opinion of the new QA requirements for accreditation. The second survey asked the administrators to assign a priority to those functions identified in Round I. The empirical findings were then compared with the normative standards. With some exceptions, the empirical data were consistent with the normative standards. The empirical findings shows that there are problems related to implementing a QA program but at the same time there are a number of benefits related to the program. The priority ratings of the functions indicated areas of high or low importance to the administrator. It is likely that these priority ratings are useful for planning when alternatives must be considered during this time of fiscal restraint. Government policies along with the strong voluntary support of accreditation programs make it vitally important that suitable models for implementing QA are developed. The Doll model is suggested as a basis for implementing QA. Further areas for research are presented.
Medicine, Faculty of
Population and Public Health (SPPH), School of
Graduate

Objective: The primary objective of this study was to examine the relationship between hospital structural characteristics and penalization status (penalized or not penalized) in any given hospital acquired condition (HAC) Reduction Program year, FY 2015 through 2018. Structural characteristics included hospital type, case mix index, average daily census, bed size, ownership, disproportionate share percentage, location, and American Nurses Credentialing Center Magnet status. The secondary objective of the study was to determine whether a hospital's penalization status across one or more HAC Reduction Program years is related to quality performance (Total HAC Score) in subsequent years. These objectives were achieved through retrospective, longitudinal, multivariate regression analysis using 4 publicly available data sources. Background: The intention of pay-for-performance programs, including the Centers for Medicare and Medicaid HAC Reduction Program, is to improve the quality of care delivered; however, the theoretical and conceptual basis of pay-for-performance programs and their efficacy in improving care are widely debated. This study was designed to address the gap in knowledge related to the efficacy of value-based reimbursement as a means of motivating providers and organizations to improve healthcare quality. Results: Higher average daily census, disproportionate share percentage, and case mix index were associated with increased likelihood of receiving a penalty in the HAC Reduction Program. Approximately half (49%) of who did not experience a penalty at all improved their Total HAC Score. 51% of hospitals with 1 year of penalty improved their Total HAC Score; 54% of hospitals with 2 years of penalty improved their Total HAC Score; 73% of hospitals with 3 years of penalty improved their Total HAC Score. Conclusions: Despite the inability of some hospitals to meet the benchmark to avoid penalty, the vast majority of hospitals improved their performance over time. This finding holds promise for value-based reimbursement as a means for improving HAC incidence.

A partir da implantação do SUS, o setor saúde vem se expandindo no país tanto em volume de atendimentos quanto em aumento de gastos que são decorrentes de diversos fatores como complexidade das doenças, introdução de novas tecnologias e outros. Dentre os desafios para os gestores do SUS, o financiamento e a conciliação do desejo e a necessidade do usuário com os recursos disponíveis têm se constituído em preocupações permanentes. Conhecer a variação interna de preços é aspecto importante para o planejamento e acompanhamento das contas de qualquer empresa, dentre elas, os hospitais que enfrentam aumento de gastos e de custos tanto pelo crescimento de demanda quanto pela incorporação necessária de tecnologias, além das tendências do mercado. Então, diante da necessidade do HCFMRP-USP ter um indicador para acompanhar a evolução dos preços de materiais de consumo e medicamentos e compará-los com a realidade de mercado e, também formar séries históricas para compor bancos de dados que servirão de ferramenta de gestão financeira e orçamentária foi proposto este estudo, cujos resultados e fórmulas apresentadas poderão servir de base para que outras instituições obtenham os seus índices internos de variação de preços. Objetivos: Apresentar os índices de variação de preços do HCFMRP-USP (IVPH), ano 2013, geral para materiais de consumo e medicamentos; específico para materiais de consumo e específico para medicamentos. Método: Para o IVPH foi definido o Índice de Paasche como o mais adequado para o perfil de consumo do Hospital por ser este o índice que considera a ponderação feita em função dos preços e quantidades do período de referência. Para o cálculo, foi definida a cesta de consumo considerando 40% do gasto financeiro em 2012 o que representou 13% dos itens e também pelos itens que tiveram consumo regular, ou seja, em todos os meses de janeiro a dezembro de 2013. Os preços utilizados foram os últimos pagos no período. Resultados: os IVPHs gerais foram 6,74% para materiais e medicamentos; 6,97% para materiais de consumo e 6,73% para medicamentos. Comprar bem, a preços praticados no mercado é aplicar bem os recursos disponíveis. Recursos financeiros bem gerenciados podem gerar mais cobertura e mais qualidade para o sistema de saúde e o IVPH é uma das ferramentas que contribui para este gerenciamento.
Since the implementation of Unified Health System, named Sistema Único de Saúde (SUS), in Brazil, the health care system has been expanding in the country in volume of healthcare actions andin increase of expenses due to several factors such as the complexity of the diseases, introduction of new technologies and others. Among the challenges for managers of the SUS, reconciling funding and the desires and needs of the users with available resources have been permanent concerns. Knowing the internal price variation is an important aspect for planning and monitoring of any company accounts, among them, hospitals facing increased expenses and costs by both demand growth and the incorporation of required technologies and market trends. Therefore the need for Hospital das Clínicas da Faculdade de Medicina de Ribeirão Preto da Universidade de São Paulo - HCFMRP-USP to have an indicator to monitor the progress of consumables and medicines prices and compare them with the market reality and also form historical series to form databases that will serve as a management tool for financial and budget decisions. Such data may also serve as a basis for other institutions to obtain their internal rates of price change. Objectives: To present the variation rates of HCFMRP- USP prices (IVPH), 2013, in general for both consumables and medicines and specific rates for consumables and drugs. Method: For the IVPH was defined the Paasche index as the most suitable for the consumption profile of the Hospital because this is the index that considers the weighting made according to the prices and quantities variation of the reference period. To calculate the consumption basket the items considered were the ones that made up 40% of the financial expenditure in 2012, which represented 13% of all items and had regular consumption that is, items that had consumption in every month from January to December 2013. Prices used were the last paid in the period. Results: The general IVPH\'s were 6.74% for materials and medicines; 6.97% for consumables and 6.73% for medicines. Buying well, at market prices means applying the available resources adequately. The well done management of the financial resources can generate more coverage and best quality for the health system and the IVPH is one of the tools that contribute to this management.

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Os hospitais brasileiros, tanto do setor público quanto privado, vêm experimentando um marcado processo de racionalização de suas práticas, através de estratégias que visam disciplinar, regulamentar e controlar as várias dimensões da vida no hospital, portadoras de uma racionalidade ―instrumental‖ caracterizada pela busca de maior eficiência e eficácia institucional. Considerando a existência de um sistema dual de autoridades no hospital composto pelos poderes médico e administrativo, a introdução de uma lógica racionalizadora pela administração hospitalar impacta potencialmente no poder de decisão do corpo clínico que, por sua vez, ativa estratégias de conservação de autonomia que visam, em última instância, a manutenção do seu poder na instituição. Este estudo tem como objetivo compreender como os médicos vivenciam e dão sentido às políticas racionalizadoras da gestão hospitalar implementadas pela direção de um hospital da Secretaria de Saúde do Estado de São Paulo gerenciado por uma universidade através de convênio, contratualizado como hospital de ensino e certificado como de excelência pela Organização Nacional de Acreditação. Trata-se de um estudo de caso, com metodologia qualitativa de análise, que, a partir de entrevistas semi-estruturadas realizadas com seis médicos ligados diretamente à assistência, pôde identificar um aparente paradoxo entre os evidentes avanços dos mecanismos de controle institucional sobre o trabalho médico e a percepção ‖subjetiva‖ de tais avanços pelos médicos, que não os reconhecem como limites para sua autonomia técnica. Além disso, demonstra o quanto a resistência dos médicos às medidas racionalizadoras se faz em ato, na realização do seu trabalho, na criação de redes informais de contatos e conhecimentos que vão produzindo fluxos, modos de funcionamento do hospital, de produção do cuidado, que extravasam a racionalidade, o formalismo e a previsibilidade desejadas pela direção.
Brazilian hospitals, either in public or private sectors, have experienced a remarkable rationalization process in their practices through strategies aimed at regulate, discipline and control the diverse dimensions of hospital life. Such strategies convey a specific, instrumental rationality that is outlined by the search for greater institutional efficiency and effectiveness. Regarding the existence of a dual system of authorities in hospitals composed by both medical and administrative powers, the introduction of a rationalizing logic by the hospital administration potentially impacts the power of decision-making within the clinical board, whose professionals, on their turn, activate autonomy conservation strategies ultimately concerned with the maintenance of their power in the institution. The present study is aimed at understanding how medical doctors experience and assign meaning to the rationalizing hospital management policies implemented by the management board of a hospital belonging to the State Health Department of São Paulo. This hospital is managed by a university through a formal agreement as a teaching hospital. It is also certified by the National Accreditation Organization as an institution of excellence. As a case study carried out through an analytical qualitative methodology, which, from semi-structured interviews performed with six medical doctors directly concerned with health care, this research is able to identify an apparent paradox involving the evident advancement of the institutional mechanisms of control over medical work as well as the ―subjective‖ perception of such advancements by the physicians, who do not recognize them as limits for their technical autonomy. In addition, it demonstrates how far the resistance of physicians against the rationalizing measures is made in act, when performing their work, when creating informal networks of contact and knowledge, which follow through by producing flows, ways of operation for the hospital, ways of producing care, which go far beyond the rationality, the formalism, and the previsibility as aimed by the administration.
TEDE
BV UNIFESP: Teses e dissertações

A presente investigação tem por objetivo analisar a prática gerencial em hospitais públicos – hospitais gerais com emergência do município do Rio de Janeiro, vinculados aos níveis municipal, estadual e federal. Apoiando-se centralmente na abordagem da Psicossociologia francesa de análise das organizações, busca compreender as dimensões sociais, intersubjetivas e inconscientes de tais práticas, tendo como principal fonte as narrativas de seus diretores. Do ponto de vista metodológico, o estudo adotou a abordagem de narrativas de vida, focalizando a gestão hospitalar pública tanto como um mundo social, como também, expressão dos processos imaginários presentes nas organizações e que atravessam o relato dos entrevistados. A análise do material empírico teve como um de seus eixos o estudo do percurso profissional dos diretores, especialmente os processos que os levaram à função de direção de um hospital público. A designação para a primeira experiência na função de direção hospitalar encontra-se marcada pela contingência, em um contexto em que não existe carreira ou qualquer exigência de formação gerencial. No momento da pesquisa, no entanto, sete dos oito entrevistados já tinham formação adequada no campo da gestão hospitalar e experiências consolidadas. O segundo eixo remete às práticas gerenciais. São examinados os sentidos que o exercício da função de direção tem para os sujeitos, como também as suas estratégias de trabalho. O exame das práticas gerenciais norteia-se pela análise das possibilidades e limites para desencadear processos de mudança nesses hospitais. Os depoimentos expressam que os diretores de hospitais encontram-se submetidos a pressões políticas, escassez de recursos, precárias condições de funcionamento e são alvo das resistências, dos ataques, da descrença, enfim, encontram-se em um contexto de baixa governabilidade, expressão das forças instituídas, contra as quais procuram lutar. A partir deste quadro, a investigação aprofundou a análise das práticas gerenciais dos diretores revelando três modalidades. Uma primeira, em que se vislumbra o desenvolvimento de um processo de mudança, ganhando destaque os elementos imaginários que contribuem para a construção de uma visão de futuro do hospital, favorecendo os processos de ligação na organização. Uma segunda modalidade de prática é marcada por projetos específicos que ganham destaque e são objeto de investimento da gestão. Um terceiro modelo estaria pautado pela luta para fazer funcionar, tendo como motor o imaginário da urgência. Na urgência, não há estratégia, só ato. A ação contínua se impõe, não havendo brechas para a reflexão. Nos hospitais a intensa precariedade tem implicações de vida ou morte, gerando grande sofrimento entre os profissionais e gestores. A crise dos hospitais públicos no Rio de Janeiro em 2004 e 2005 ganha vulto sem precedentes, levando a um contexto de “guerra” e de generalização do modelo da urgência. Os hospitais tornam-se espaço para manifestação de todo tipo de violência e desvalorização da vida. Os processos de mudança, presentes em duas das oito experiências, foram negativamente impactados, em um caso, pela exoneração do diretor e no outro, pela crise, evidenciando a fragilidade dos movimentos de mudança e impondo uma visão mais modesta quanto às possibilidades da organizações de saúde no contexto atual.
This research aims to analyze management practices in public hospitals – general hospitals with emergence service in the city of Rio de Janeiro, under municipal, state and federal administration. Based upon French Psychosociological perspectives for organizational analysis, the study seeks an understanding of the social, intersubjective and unconscious dimensions of such practices. Narratives of hospital directors are the main source of data in this investigation. In terms of methodology, this study adopted the life story approach, understanding public hospitals’ management in a two-fold perspective: as a social process as well as an expression of imaginary processes present in the organization dynamics, which permeate the narratives of the directors interviewed. The directors’ professional history, mainly the processes that led them to taking up this post, was one of the key aspects selected for analysis. Results show the first appointment was usually incidental- characterized by contingency - in a period when formal career or specializations of any kind were not required. Throughout the course of the research, however, seven among the total of eight directors interviewed had already acquired proper specialization in hospital management and a solid experience. Apart from describing their professional histories, the analysis discusses the directors’ managerial practices, focusing both on the main strategies adopted and on views, feelings and meanings attached to the experience of being a hospital director. Key elements under analysis are the possibilities and limits in the process of implementing changes in those hospitals. Their testimonies reveal that directors work under heavy political pressure, insufficient material resources, poor working conditions, and that they are targets of disbelief, defiance and aggressive behaviors in a situation of low governability, all of which are representative of the power structure they try to oppose. From this point of view, the analysis of managerial practices revealed three different patterns. In the first one, there is a glimpse of a possibility of change, in which imaginary elements, that help conjure a vision of the hospital’s future and open paths for building up organizational links, are strengthened. The second style of management practice is characterized by investments in specific projects, which concentrate major efforts. The core of the third model is founded on the dedication to keep the hospital working and is impelled by the imaginary of urgency. In this scenario of urgency, there is no place for strategy, only for action. Imposition of continuous action makes reflection impossible. Inside the hospitals, the extremely deficient work basis and its implications in terms of life and death, brings almost unbearable suffering to staff and directors. The crisis in Rio de Janeiro Public Hospitals has gained, since 2004, unprecedented scope, achieving now the status of a “war”. As a consequence, the urgency model spreads. Hospitals have turned into a space where every sort of violence and depreciation of human life takes place. Attempted changes observed in two of the eight experiences were seriously affected either by the director’s dismissal or by the mounting of a crisis, revealing the weakness of the movement toward change and casting doubt on the possibilities of the public health institutions at the present time.

Healthcare costs have risen from 13.8% in 2000 to 17.9% in 2009 (Gordon, Leiman, Deland, & Pardes, 2014). Poor transitional care has been identified as a cause of the high healthcare costs (Naylor et al., 2013; Obama, 2013). In 2009, the Department of Veterans Health Administration (VHA) implemented a national reform of outpatient care to create Patient-Aligned Care Teams (PACTs) with a goal to improve transitional care and reintegration into outpatient care through registered nurse case managers conducting discharge telephone follow-up calls. However, discharge telephone follow-up calls have not been explored within the VHA. This study explored the relationships among discharge telephone follow-up calls, selected Veteran characteristics including the length of index hospital stay, and 30-day all cause hospital readmissions between fiscal years 2011 and 2013. Hospital readmissions were explored in parallel time periods to the timing of the discharge telephone follow-up calls. Study data were collected retrospectively from VHA inpatient and outpatient records. Descriptive statistics, measures of central tendency, bivariate statistics, and logistic regression were used to analyze the data. The study found 124,069 Veterans were discharged from the VHA from 2011 to 2013. Of those discharges, 15,954 (12.86%) were readmitted to the hospital within 30 days and 35.06% of the readmissions occurred within the first seven days after discharge. Discharge telephone follow-up calls increased from 312 in 2011 to 26,549 in 2013. Increasing Veteran age, number of comorbidities, length of index hospital stay, and being identified as frequently hospitalized in the previous year were significantly related to hospital readmissions at each of the hospital readmission time frames (within two days, between three and seven days, and between eight and thirty days after hospital discharge). This study identified a relationship between discharge telephone follow-up calls and the parallel hospital readmission time period. However, only discharge telephone follow-up calls within two days were found to decrease the likelihood of hospital readmissions and only hospital readmissions within two days after discharge (OR=0.595). The relationships between discharge telephone follow-up calls and hospital readmissions potentially explains previously mixed results and suggests two potential explanations. One, discharge telephone follow-up calls have a limited relationship to hospital readmissions and a short duration of protective effects preventing hospital readmissions. The second explanation is self-selection bias confounds the relationship between discharge telephone follow-up calls and hospital readmissions. Both explanations suggest future research and clinical practice should focus on exploring bundled transitional care interventions as a method to reduce hospital readmissions.

A governança na hotelaria hospitalar, atualmente, tem se mostrado como tendência. Considerando, na atualidade, a realidade dos serviços e as perspectivas sobre a implantação do serviço de governança hospitalar, voltada para a melhoria no processo de gestão, constata- se que ainda são incipientes as publicações científicas sobre a temática. A interface entre o serviço de governança em higiene e limpeza e o trabalho da equipe de enfermagem justificou a investigação das implicações da implantação do serviço de governança em higiene e limpeza, para o trabalho da equipe de enfermagem. O objetivo deste estudo foi caracterizar a implantação do serviço de governança em higiene e limpeza de unidade, em um hospital público, e as implicações positivas e negativas para o trabalho de enfermagem. Trata-se de pesquisa exploratória, realizada em hospital de ensino, nas enfermarias de clínica médica, pesquisa essa desenvolvida em duas fases, a primeira com o levantamento documental que possibilitou a análise sobre a dificuldade de reposição do quadro de pessoal e os fatos cronológicos do processo de implantação da governança. A segunda, um estudo de caso descritivo, adotou-se a Técnica do Incidente Crítico como norteadora dos procedimentos metodológicos, realizada com 11 enfermeiros, 28 auxiliares e dois técnicos de enfermagem. Os resultados foram agrupados em 82 incidentes críticos extraídos dos relatos. A análise dos dados constou da identificação e do agrupamento de 146 comportamentos, \"demonstrar desconhecimento sobre o controle de infecção\" (13%) obteve a maior frequência negativa. Foram extraídas e agrupadas 166 consequências. As referências negativas redundaram em aspectos que influenciam a qualidade da assistência prestada ao paciente, ou seja, aspectos relativos à supervisão e à padronização do trabalho da equipe de governança em higiene e limpeza de unidade, que podem comprometer a assistência ao paciente. As referências positivas dizem respeito ao âmbito operacional, como agilidade na admissão de pacientes na unidade, que tem implicação no trabalho de enfermagem. Os resultados permitem entender a implantação do serviço de governança em higiene e limpeza hospitalar como possibilidade de reposição do quadro de recursos humanos, mas é presente o desafio de se avançar nesse processo no tocante à qualificação de pessoal para o trabalho em governança em higiene e limpeza, supervisão e interação com a equipe de enfermagem.
Governance in hospital hotel services is a current trend. Considering the current reality of services and perspectives on the implementation of hospital governance service aimed at improving the management process, there are still few scientific publications on the subject. The interface between the service of governance in hygiene and housekeeping and the work of the nursing team justified the study of the implications of implementing the service of governance in hygiene and housekeeping to the work of the nursing team. This study aimed to characterize the implementation of the service of governance in hygiene and housekeeping of a unit in a public hospital and the positive and negative implications for nursing work. This exploratory research was carried out in a teaching hospital, in the wards of clinical medicine, and was developed in two phases, the first using documentary survey that allowed the analysis of the difficulty to replace the staff and the chronological facts of the process of implementing the governance. The second was a descriptive case study, and the Critical Incident Technique was adopted to guide the methodological procedures, performed with 11 nurses, 28 nursing auxiliaries and two nursing technicians. Results were grouped into 82 critical incidents drawn from the reports. Data analysis consisted of identifying and grouping 146 behaviors, \"demonstrate ignorance on infection control\" (13%) had the highest negative frequency. In total, 166 consequences were extracted and grouped, negative references resulted in factors that influence the quality of care provided to patients, that is, aspects related to the supervision and standardization of the work of the unit\'s team of governance in hygiene and housekeeping, which can interfere in care to patient. Positive references were related to the operational area such as the agility in the admission of patients to the unit, which has implications for the nursing work. Results allows to understand the implementation of the service of governance in hospital hygiene and housekeeping as a possibility to replace the human resources workforce, but it still is a challenge to advance in this process regarding the qualification of personnel to work on governance in hygiene and housekeeping, supervision and interaction with the nursing team.

Hospital administrators are being held accountable by patients, insurers, and other stakeholders in evaluating their overall hospital performance to reduce costs and improve efficiency. With the move to alternative payment models and value-based purchasing, hospital administrators must understand the economic viability and value that their specialty services bring to their facility. The purpose of this study was to identify the determinants New England acute care hospital administrators’ utilize in making the choice of anesthesia practice model for their facility. A quantitative, exploratory study of factors hospital administrators use when choosing an anesthesia practice model utilizing a non-experimental, correlational research design was completed. The research was descriptive in nature to determine the factors that influenced a hospital administrator when making decisions about the type of anesthesia practice model that would be the best for their hospital. This research examined seventeen independent variables that were hypothesized to determine hospital administrators’ choice of anesthesia practice model. After the final logistic regression analysis, it was determined that the presence of a hospital being located in a medically underserved area (MUA) alone was a predictor of type of anesthesia practice model utilized. In light of the study limitations and prior literature on the CRNA-only model being present in almost 100% of rural facilities, more exploration is necessary to come to more robust conclusions on predictors of choice of anesthesia practice model determined by hospital administrators. This study showed that there are definitive areas that hospital administrators identify as high importance to the healthy functioning of their facility. By addressing these needs, an anesthesia department could contribute to the overall stability of the hospital, while at the same time, making themselves a more valuable asset overall. Value-driven services offered by anesthesia departments may be the determining factor in choice of anesthesia practice model. By measuring and analyzing anesthesia provider and hospital demographics and hospital administrators’ perceptions of anesthesia services, the objective data collected may assist in defining the most appropriate practice model for a hospital.

This thesis applied the decision support mechanism, Q-Methodology, to an integrated model of issues management and strategic planning. This approach was applied at Riverview Hospital in Noblesville, Indiana in order to respond to the health care reform issue.The research approach involved the three primary stakeholder groups of the hospital: Board of Directors, physicians and managers. The three groups, representing 56 people, attended a planning retreat and identified Riverview's planning options in the form of 77 statements representing future program or service options. These 77 statements were then ranked using Q-methodology.The findings of the study included a QMETHOD computer and researcher analysis of the statements from the perspective of the total group and also the three factors.The final result was a list of statements that comprised Riverview's response to the reform issue in the form of corporate goals and objectives. The conclusions of the study show that:--The integrated approach did provide focus to the strategic planning process. The final list of objectives were all related to the health reform proposal.--Q-Methodology was an appropriate decision support mechanism. It not only provided the final list of corporate objectives but clearly identified potential support and resistance.--A viable set of corporate objectives was developed to respond to the health reform proposal.--All of the stakeholder groups unanimously approved the final list of statements (objectives) in a formal voting process.
Department of Journalism

Valstybinių ligoninių privatizavimas ir administravimas (VšĮ Vilniaus miesto universitetinės ligoninės atvejis). Visuomenės nepasitenkinimas esama sveikatos priežiūros sistema verčia ieškoti inovacijų šioje srityje, viena iš galimybių – privatizacija. Ilgą laiką buvo įprasta manyti, kad ligoninių valdymas turi būti tik valstybės žinioje, tačiau pastaraisiais metais paaiškėjo, kad viešasis sektorius nesugeba efektyviai joms vadovauti. Magistro darbo tyrimo objektas – valstybinės ligoninės, jų administravimas, iškylančios problemos, jų sprendimo būdai, vienas jų privatizavimo taikymas. Pasirinktinai tiriama VšĮ Vilniaus miesto universitetinė ligoninė. Taikant teorinius ir empirinius metodus darbe išanalizuota privatizavimo samprata, procesas jo reikšmė sveikatos priežiūros įstaigų reformoje, atskleistas valstybinių ligoninių privatizavimo poreikis, aptarti pagrindiniai būdai ir juos reglamentuojantys įstatymai, įvertinta užsienio šalių patirtis sveikatos priežiūros įstaigų privatizavime. Atlikta pasirinktos VšĮ Vilniaus miesto universitetinės ligoninės veiklos analizė 2002-2005 metais bei anoniminių anketų pagalba įvertinta visuomenės nuomonė ligoninės privatizavimo klausimu. Lietuva neturi valstybinių ligoninių privatizavimo patirties, tai lemia ne tik teisinės bazės trūkumas, bet ir prieštaringas privačios iniciatyvos visuomenėje vertinimas. Valstybinių ligoninių privatizavimas traktuojamas kaip siektinas, tačiau kartu ir gąsdinantis procesas. Tai atspindi VšĮ Vilniaus... [toliau žr. visą tekstą]
Privatisation and administration of state hospitals (The case of Public Office University Hospital of Vilnius City). The society’s dissatisfaction of present system of health care forces to search for innovations in this field; the privatisation is one possibility to change the situation. It is common that hospitals should be administrated by state, but of late years it has become clear that public sector is not capable to run hospitals effectively. The object of investigation of the Master work is state hospitals and their administration, the problems and the ways to solve the problems, including applying privatisation as the way to solve the problem. Public Office University Hospital of Vilnius City is investigated for choice. Applying theoretical and empiric methods, there are analysed the conception of privatisation, its process and significance for the reform of institutions of Health care in this work; also there is disclosed the need of privatisation of state hospitals, discussed the main ways and the, regulating them, appraised the experience of foreign countries in privatisation of state hospitals. It is fulfilled the analysis of Public Office University Hospital of Vilnius City in 2002-2006, also, referring to the anonymous questionnaires, it is appraised the opinion of the society about privatisation of the hospital. Lithuania has no experience in privatisation of state hospital; this is caused not only of the lack of legal basis, but also of contradictory... [to full text]

The purpose of this study was to determine the factors associated with outsourcing of information systems (IS), and if there is a difference in IS sourcing based on the strategic value of the outsourced functions. The theoretical framework is based upon a synthesis of strategic management theory (SMT) and transaction cost economics (TCE) as they apply to vertical integration in the health care sector; therefore, IS sourcing behavior was conceptualized as a case of vertical integration. The conceptual model proposed that sourcing behavior would be determined by asset specificity, uncertainty, the interaction of asset specificity and uncertainty, bargaining power, corporate strategy needs, and the strategic value of the IS functions outsourced.A cross sectional design was used, consisting of data from the American Hospital Association (AHA), the Area Resource File (ARF), the HIMSS Analytics database, and the Centers for Medicare and Medicaid Services (CMS) hospital cost reports for 2003. The final sample consisted of 1,365 health care delivery systems and 3,452 hospitals. Analysis was conducted using a two-stage negative binomial regression model (using instrumental variables) to correct for suspected endogeneity. Tests of joint restrictions using the group of variables derived from TCE and SMT, respectively, were done with the dependent variable divided between strategic and non-strategic IS functions (the division was done based on a model of Core IS Capabilities developed as a model for a high-performance IS function).The results supported the relationship between bargaining power and IS outsourcing. Results for asset specificity and corporate strategy needs were significant in the opposite direction than hypothesized. No other findings were significant. These results suggest that hospital system managers are likely not considering significant factors when making sourcing decisions, including the relative strategic value of the functions they are outsourcing. This study contributes to the limited body of knowledge surrounding IS sourcing behavior in the health care sector. Future research should examine the effect of cost on IS sourcing decisions, and consider the use of alternative theoretical frameworks, particularly Institutional Theory.

Atualmente, percebe-se que algumas unidades hospitalares, preocupadas com as constantes mudanças no mundo globalizado, onde a demanda está em constante evolução, aplicam em suas organizações os procedimentos da organização hoteleira, com o objetivo de atender o paciente com maior qualidade. Este estudo teve por objetivo avaliar o modelo de gestão da hospitalidade hospitalar implantado em um Hospital localizado em uma cidade da Serra Gaúcha, e descrever o nível de satisfação dos pacientes em relação aos serviços prestados nessa organização. O método de pesquisa aplicado, face ao problema e aos objetivos, foi de caráter descritivo, de corte qualitativo. No estudo, empregou-se a pesquisa bibliográfica, entrevista estruturada com os coordenadores e gestores de áreas, entrevistas semiestruturadas com os pacientes internados atendidos através de convênios e particulares, e observação direta realizada no Hospital. Os aspectos levantados evidenciaram que os pacientes entrevistados possuíam um conhecimento limitado sobre o conceito de qualidade de serviços. O resultado também sugere que os gestores reavaliem o conceito e as estratégias praticadas para prestar um serviço com qualidade, levando-se em conta a importância da hospitalidade no ambiente hospitalar.
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Inefficiencies in leadership and limited leadership strategies in hospitals contribute to delayed hospital discharges and an increased financial burden on a hospital. Three administrators from 2 hospitals who are part of a hospital conglomerate in Chicago, Illinois were selected for interview in this qualitative multiple case study to explore how hospital discharge strategies reduce delayed hospital discharges and improve profitability. Contingency was the primary theoretical theory for this study. The purposive sampling consisted of the selections of individual who were knowledgeable and had experience to organize, manage, and implement processes in an organization. Data collection occurred using face-to-face semistructured interviews, direct observation, and a review of discharge documents. Data analysis took place using the modified van Kaam method. Two emergent themes were identified relating to strategies for efficient communications and facilitating effective leadership. Implications for positive social change include the potential to improve health services within the community where access to health care is limited or the need exists for additional hospital beds. Positive leadership strategies in hospitals tend to contribute to the success and wellbeing of employees, patients, communities, and the economy.

Libyan citizens who can afford private health care are opting out of the public health care system. They have a perception that the quality of public health care has deteriorated. The negative perceptions have resulted in a lack of trust by many of Libyan's citizens in the Libyan public health care system and consequently to unequal access to quality health care. The purpose of this study was to identify the factors that have led to the negative perceptions and mistrust. The conceptual support for the study was based on a construct of trust that defines trust as the state of readiness for unguarded interaction with someone or something. Key research questions examined the role Libyan cultural values and privatization of healthcare might have played in creating the negative perceptions and mistrust of the healthcare and its delivery and whether the perceptions and mistrust varied between the patients and healthcare providers. The research methodology used for this study was a qualitative exploratory single-case study. Fifty participants were interviewed during a one-month period. Responses were coded using ATLAS.ti. Study results provided an understanding of the cultural considerations, the impact of privatization, and the respondents' perceptions of Libyan public health care. Results indicated that respondents demonstrated the capacity to trust but did not consistently have positive perceptions of competence and intention of administrators of the public health care system. The findings suggest that patients view the behavior of providers as an indication of their level of skill. Additionally, respondents perceived that they will have a higher level of service if they have a personal recommendation. The social change implication for this study is that overcoming these negative perceptions and improving trust can lead to equal access to quality health care.

Americans spent nearly $2.6 trillion, or $8,000 per person for medical and administrative costs in 2010. By 2015, healthcare spending in the United States increased to 5.8% reaching $3.2 trillion or $9,990 per individual. By tackling healthcare administrative costs, it is estimated that healthcare providers could reduce these costs by $20 billion yearly. This case study explored strategies for streamlining hospital administrative procedures to reduce costs. The business process reengineering model formed the conceptual framework for this study. Data were gathered through semistructured face-to-face interviews guided by open-ended questions with a purposeful sample of 4 hospital managers in Atlanta, Georgia. This study identifies important themes regarding cost reduction and hospital administration based on participant interviews. Themes included participants' unfavorable perspectives of the Spell out PPACA (PPACA) legislation, employment of physicians, PPACA reimbursement method, follow-up services, hospital administrative governance, and lack of business education. The themes comprised steps hospital managers could take to streamline administrative procedures to reduce costs. The implications for positive social change included the potential to provide strategies for streamlined processes that could lead to savings passed on to patients from low socio-economic backgrounds through accessibility to affordable healthcare services.

This applied research study was designed to examine hospital employees’ perceptions of safety as it relates to error reporting. Data from safety culture surveys at the research site showed a clear trend of a perception of a punitive environment for error reporting. Hospital administrators depend on error-report data to create safe and reliable systems for care; therefore, a safe reporting environment is a critical component of a safe and just culture. A recently developed instrument was used to survey the 1,730 employees at the northeastern community hospital regarding their perception of just culture and safety in the error-reporting process. No significant relationships were established between survey scores (perceptions of just culture) and the variables of age, gender, experience, and degree of training in just culture principles for the overall study population. However, significant differences were identified when comparing groups consisting of specific positions or specialties. Notably, administration and management had a more optimistic viewpoint of just culture than other groups, particularly technologists and technicians, who had a somewhat diminished perception of just culture. The findings of this applied research study have implications for hospital leaders seeking strategies to improve the safety cultures within their organizations. Measurement of specific dimensions of just culture may be valuable in these settings; particularly, stratification of survey results by position with analysis of gaps between leaders and frontline staff may provide a clue to the maturity of the safety culture. The study is a valuable addition to the safety culture research community as it aligns with and extends findings from previous research.

Hospital electronic prescribing and medicines administration (HEPMA) system implementation is advocated by national e-health strategies to produce patient safety benefits. No previous study has evaluated HEPMA implementation impacting discharge information communication or assessed discharge prescribing errors. The aims were to assess HEPMA system implementation impact on medicines related discharge communication and prescribing errors, and to gain the perspective of hospital staff involved in the communication process. Following a narrative literature review, a convergent parallel mixed methods was selected, consisting of interpretative phenomenology and experimental before and after study design. Face-to-face semi-structured interviews of a purposive sample of hospital staff involved in discharge information communication were undertaken using the Theoretical Domains Framework (TDF) as a theoretical lens. In addition a quasi experimental retrospective case notes review, both before and after implementation was completed. Pre-implementation, staff described patient safety concerns with traditional discharge communication processes. They cited frequent prescribing errors, and associated adverse events and hospital readmissions. HEPMA implementation was anticipated to improve patient safety and create more efficient discharge communication. Post-implementation staff articulated improved information quality highlighting fewer omitted medicines and improved patient safety. TDF findings of behaviour change highlighted behavioural alteration including adaption of processes to improve discharge quality. Quantitative data collection (n=159 before and after) confirmed qualitative findings; increased compliance with discharge documentation, for example staff grade recorded increased from 40% to 100% (p<0.001). Prescribing error quantity and severity were reduced; errors reduced from 99% to 23% of patients (p<0.001); only 22% of identified errors likely to cause harm. Omitted medicines decreased from 42% to 11% of patients (p<0.001). The findings contribute original knowledge concerning HEPMA implementation impacting discharge information communication and prescribing errors. The study demonstrated reduced prescribing errors and improved patient safety which potentially impacted health and wellbeing. Qualitative findings and quantitative results are transferable and applicable to other NHS organisations or similar healthcare settings.

Since 9/11, little statistical rigor has been placed on identifying the correlates of hospital preparedness. This quantitative study explores the research question: Is there a correlation between the employment of a designated hospital preparedness coordinator and the reported level of preparedness for: (a) general preparedness; (b) chemical, biological, radiological, and nuclear (CBRN) events; (c) pandemic disease outbreaks; (d) mass casualty events; and (e) internal infrastructure failure, as assessed by an online survey. Alternative analysis was conducted to assess the relationship between access to resources and the 5 dependent variables. Using complexity theory as the theoretical framework, point biserial correlation and Pearson's method were used to assess the relations between the dependent and independent variables. Initially, no statistically significant correlative relationship was found using point biserial analysis. However, further analysis found that the correlation between full-time employment of a preparedness coordinator and pandemic preparedness reached significance. Point biserial analysis of the alternative research questions found statistically significant correlations between access to preparedness resources, CBRN, pandemic, and infrastructure failure preparedness. Pearson analysis found a statistically significant correlation between single facility coordinator responsibilities and pandemic preparedness. This identifies at least 2 significant correlates of hospital preparedness. Positive social change can be achieved by identifying strategies that leverage these assets in a fiscally sustainable constructs that maximize hospitals' ability to effectively serve the community in disasters but that do not so heavily rely on government funding and grants in a world of ever-changing priorities.

Military health care organizations need competent frontline managers with knowledge and skills to manage health care complexity and ensure evidence-based practice. With systematic, planned turn over of military managers, more civilian managers are needed to fill permanent positions in military hospitals. The purpose of this project was to provide a better understanding of the competencies perceived by nurse managers at a military medical center and whether they differed by military or civilian status. The American Organization of Nurse Executives competency model and framework provided the theoretical framework for the project. The design was nonexperimental, with an observational, descriptive, cross-sectional approach. The Chase Nurse Manager Competency Instrument was used to collect data from 53 military and civilian nurse managers who ranked the top 10 competencies needed for effective leadership. The top competencies chosen by the managers were the knowledge and ability to use effective communication, decision making, problem solving, nursing practice standards, time management, and effective staffing strategies. Using t test statistics, only minimal differences were identified between military and civilian nurse managers' perceptions of the top competencies, which allows the medical center to create one integrated leadership curriculum to assist in the development of a competent, unified leadership team of civilian and military managers. Social change to improve patient outcomes can occur within military health care organizations by assessing and developing leadership competencies in all nurse managers to ensure reliable cultures of safety, quality, and value-based productivity within their military hospital environments.

Hospital-acquired conditions cause harm to patients and increase mortality. In addition to lowering the quality of patient care, hospital-acquired conditions also negatively affect financial performance, which makes them a business problem for hospital administrators. The purpose of this single case study, which was grounded in the theory of high reliability, was to explore strategies used to reduce the number of hospital-acquired conditions. The sample consisted of 13 senior leaders of a large academic medical center in the southeastern United States, who shared successful strategies used to reduce hospital-acquired conditions. Data collection took place through semistructured interviews and a review of plans and reports that showed rates of hospital-acquired conditions from 2014 to 2017. Data analysis involved using Yin's 5-step process as well as coding interview text and data from documents and then grouping related words to develop themes. Themes that emerged from this study included leadership style, communication practices, and trust. A key finding was the importance of positive and trusting leadership behaviors by senior leaders planning to reduce hospital-acquired conditions. Another key finding was the confirmation that hospital administrators can and should prioritize quality and financial improvement simultaneously. The implications of this study for positive social change include the potential to reduce health care costs and save patients' lives by reducing the number of hospital-acquired conditions.

Emotional intelligence (EI) has not been studied extensively within the Veterans’ Health Administration (VHA). The VHA is the largest healthcare organization in America with over 360,000 employees and the organization invests heavily in competency development. The Tampa VA is a level 1 facility with over 5,000 employees in the Tampa Bay area. The facilities Education office offers competency development through soft skills training, leadership development, and contracted courses that include emotional intelligence for leaders. The purpose of this study was to better discern ten Tampa VA medical center employees understanding and application of EI competence within their personal and professional lives. A series of qualitative interviews, focus groups, and an emotional intelligence curriculum were conducted over a six-month span in order to help participants improve their individual emotional intelligence competence. Findings confirm significant benefits for participants including increased EI competencies of self-awareness and self-management of emotions. Improvement also led to benefits including improved relationships, teamwork, and the ability to manage stress and change. Findings in this study were consistent with existing literature on EI specifically in regard to the possibility of improving EI competencies through training. An unanticipated finding was that only African American employees felt spirituality and upbringing contributed to initial development of emotional intelligence. Implications for theory include the need for an exploration of the potential influence of diversity and inclusion on the development of EI, and the need to explore the possibility of racial bias in the 360-assessment. Of the numerous implications for practice the most salient is that the provision of facility-wide opportunities for EI training for teams, leaders, aspiring leaders, and entry-level staff would be beneficial. Training could also be tailored to address specific challenges faced within the healthcare setting such as burnout, compassion fatigue, stress management, customer service, conflict management, and employee satisfaction. As this type of employee development is expanded to larger numbers of employees, it has the potential to significantly improve the organizational culture at the Tampa VA, which in turn will produce greater outcomes for our nations’ Veterans.

Objective: Medicine administration is the last process of the medication cycle. However, errors can happen during this process. Children are at an increased risk from these errors. This has been extensively investigated but evidence is lacking on effective interventions. Therefore, the aim of this research is to propose safety measures to reduce medication administration errors (MAE) in the Paediatric Intensive Care Unit (PICU). Method: The research was carried out over five studies; 1) systematic literature review, 2) national survey of PICU medication error interventions, 3) retrospective analysis of medication error incidents, 4) prospective observation of the administration practice, and 5) survey of PICU healthcare professionals' opinions on MAE contributory factors and safety measures. Results: Hospital MAE in children found in literature accounted for a mean of 50% of all reported medication error reports (n= 12552). It was also identified in a mean of 29% of doses observed (n= 8894). This study found MAE retrospectively in 43% of all medication incidents (n= 412). Additionally, a total of 269 MAEs were observed (32% per dose observation). The characteristics of the interventions used to reduce MAE are diverse but it illustrated that a single approach is not enough. Also for an intervention to be a success it is fundamental to build a safety culture. This is achieved by developing a culture of collaborative learning from errors without assigning blame. Furthermore, MAE contributing factors were found to include; interruptions, inadequate resources, working conditions and no pre-prepared infusions. The following safety measures were proposed to reduce MAE; 1) dose banding, 2) improved lighting conditions, 3) decision support tool with calculation aid, 4) use of pre-prepared infusions, 5) enhance the double-checking process, 6) medicine administration checklist, and 7) an intolerant culture to interruption. Conclusion: This is one of the first comprehensive study of to explore MAE in PICU from different perspectives. The aim and objectives of the research were fulfilled. Future research includes the need to implement the proposed safety measures and evaluate them in practice.

Thesis (MBA (Business Management))--University of Stellenbosch, 2007.
ENGLISH ABSTRACT: Given the increase in the cost of health care, economic considerations have drawn more and more interest over the last decade. Facilities are faced with the challenge to reduce costs while maintaining productivity. The Operating Room (OR) represents a significant opportunity to reduce expenses and improve efficiency. With the development of ambulatory or day surgery, minimally invasive procedures and the decline in admissions to hospitals the management of the OR suite needs re-evaluation. The Battlefords Union Hospital has a four room OR suite that performs a mixture of both inhospital and day surgeries. The current OR suite efficiency is determined by its adherence to the annual budget. A literature study was conducted with the focus on OR efficiency and in particular Patient Outcome and OR Management. Other issues included Perioperative Information systems and OR design. A survey was conducted in the OR suite and responses obtained from OR staff were evaluated. The survey included questions on patient experiences, procedural times, case scheduling, support, communication, quality measures and OR efficiency. The goals of this project was not to do an extensive statistical analysis of OR data. A limited study of OR suite data was presented to highlight relevant OR efficiency indicators. A summary of the findings and recommendations for improvement of the Battlefords Union Hospital OR suite’s efficiency, concludes the report.
AFIKAANSE OPSOMMING: Na aanleiding van die verhoging in koste van gesondheidsorg die laaste dekade, is ekonomiese aspekte meer op die voorgrond. Inrigtings word deur uitdagings in die gesig gestaar om kostes te verminder, terwyl produktiwiteit gehandhaaf moet word. Die operasie suite bied ‘n aansienlike geleentheid om kostes te verminder en effektiwiteit te verhoog. Met die ontwikkeling van dagchirurgie, “minimal invasive” prosedures en die afname in hospitaal opnames, behoort die bestuur van operasie suites herevalueer te word. Die Battlefords Union Hospitaal het ‘n vier teater operasie suite waar ‘n verskeidenheid van dagchirurgie en in-hospitaal prosedures uitgevoer word. Die operasie suite se effektiwiteit word huidiglik slegs gemeet aan die mate van hoe dit binne die jaarlikse begroting bly. ‘n Literatuurstudie is uitgevoer met die fokus op operasie suite effektiwiteit, met die klem op pasient uitkoms en operasie suite bestuur. Ander items wat ook ondersoek is, sluit in perioperatiewe informasie stelsels en teater ontwerp. ‘n Empiriese studie, gebaseer op ‘n vraelys, is uitgevoer onder die staflede van die operasie suite by die Battlefords Union Hopitaal. Die vraelys het vrae ingesluit oor pasient ervarings, prosedure tye, geval skedulering, kommunikasie, kwaliteitsversekering en operasie suite effektiwiteit. Die doel van die projek was nie om ‘n uitgebreide statistiese analise van die operasie suite data te doen nie. 'n Beperkte studie van die beskikbare data is gedoen en relevante effektiwiteits indikators is uitgewys. Die verslag word afgeëindig deur bevindinge, gevolgtrekkings en aanbevelings oor hoe die Battlefords Union Hospitaal die operasie suite se effektiwiteit moontlik kan verhoog.

Thesis (MSc ( Med In Pharmacy)) -- University of Limpopo (Medunsa
Summary Summary Summary The words “researcher” and “pharmacist” are used interchangeably. In the last two decades, the role of the pharmacist has been expanding beyond product orientated functions, such as procurement, stock control and dispensing, towards patient centered functions, in which the pharmacist assumes responsibility for treatment outcomes as part of the health care team. This research aimed to assess the need for the provision of pharmaceutical care from the pharmacist to the surgical wards of Steve Biko Academic Hospital. The objectives of the study were to determine the role of the pharmacist in the general surgical wards, to assist in the design of an antimicrobial ward protocol for the surgical wards, to record and assess antimicrobial patterns in the surgical wards, to describe and categorize the interventions performed by a pharmacist during the provision of pharmaceutical care, to identify factors which limited the provision of pharmaceutical care and provide recommendations for future undertakings, to calculate the cost implications of pharmaceutical care interventions made, to assess the time spent on interventions performed by a pharmacist during the provision of pharmaceutical care and to determine if the medical staff members in the surgical unit feel there is a need for the pharmacist providing pharmaceutical services to the wards. The study was conducted in the surgical wards of Steve Biko Academic Hospital. The study design was a cross-sectional operational study in which 62 patients were recruited over the eight week period. A pilot study was conducted to validate the data collection instruments. The data was analyzed with the assistance of a statistician using various statistical methods for the different variables in the study. ix Of the 62 study patients, 33 were female and 29 were male. The female-to-male ratio of the study patients was thus 1:0.88. The average age of the patient population, was 52.5 ± 17.2 years, with a range of 15 to 88 years. The mean duration of stay for the study patients was 8.9 days, with a range 1 to 111 days. A total of 120 diagnoses were made for the 62 study patients. Conditions diagnosed most frequently included conditions affecting the gastro-intestinal tract (38 patients), conditions affecting the cardiovascular system (28 patients), conditions affecting the endocrine system (14 patients) and infections (12 patients). The five medicines used most frequently in terms of numbers of patients and duration of therapy were paracetamol (53 patients, 277 patient-days), morphine/papaverine/codeine (41 patients, 155 patient-days), enoxaparin sodium (24 patients, 113 patient-days), co-amoxiclav (21 patients, 101 patient-days) and metoclopramide (22 patients, 90 patient-days). A total 188 interventions were made and documented during the study period and 153 (81.4%) interventions were accepted. The number of interventions suggested ranged from 0 to 10, with an average of three interventions per patient and a median of one intervention per patient. The most frequent interventions were made due to system error or non-compliance (29.3% of all interventions), on patient or nursing staffs’ knowledge of the medication (18.6%), untreated medical conditions (11.2%), therapeutic duplications (9.0%) and on prescribed doses and dosing frequency (5.9%). The total time spent providing pharmaceutical care services within the surgical wards over the study period was 32 days (227.9 hours) with an average time of 7.1 hours per day. Of the total time in the ward, 48% was spent on providing pharmaceutical care to the patients, 26% to record and access the total antibiotic usage in the ward, 9% on administration and 6% on meetings. Other functions comprising of 3% and less of the time was information to patients, x communication with doctors, educational sessions with nursing staff, communication with the pharmacy and stock control procedures. Questionnaires were completed by the doctors and nursing staff before and after the study period to determine if they felt there was a need for a pharmacist in the surgical ward. The doctors felt that there was a need for a pharmacist in the ward in terms of providing information and assisting in the rational use of medication. All of the nursing staff felt that there was a need for a pharmacist to visit the surgical ward and specifically to assist with the legal aspects of the prescriptions and with the education of the nursing staff. The pharmacist played an important role in the design of an antimicrobial ward protocol and in order to do so the pharmacist recorded and assessed the antimicrobial prescribing patterns of the surgical wards. In conclusion, the pharmacist present in the ward functioned as a gateway between the nursing staff and the doctors. The interventions that require the most attention was made due to system error and non-compliance. Important interventions were made on the patients’ and nursing staffs’ knowledge of the prescribed medication. The pharmacist played an important role in the education of nursing staff to discuss relevant topics and problems often encountered. Educational sessions with the patients involved giving them advice on home medication and the medication prescribed to them to take home. The amount of patients seen per week increased with time and the average time spent per patient consultation decreased with time. This is a clear indication that the researcher gained confidence and became more familiar with the pharmaceutical care process as the time passed. From the questionnaires completed by the doctors and nursing staff it was clear that they felt that there was a need for a pharmacist in the ward in terms of xi providing information, assisting in the rational use of medication, to assist with the legal aspects of the prescriptions and with the education of the nursing staff.