117,845 research outputs found
Image de l'Arcadie au IIIe s. avant J.-C. (Lycophron, Alexandra, v. 479-483)
No full textJost Madeleine. Image de l'Arcadie au IIIe s. avant J.-C. (Lycophron, Alexandra, v. 479-483). In: Mélanges Pierre Lévêque. Tome 2 : Anthropologie et société. Besançon : Université de Franche-Comté, 1989. pp. 285-293. (Annales littéraires de l'Université de Besançon, 377
Der Canton Luzern
No full textgezeichnet v. Jost Pfyffer v. Altishofen ; gest. v. J. ScheurmannNullmeridian FerroMassstabsleiste: Stunden [3 = 54 mm]Eisenbahn ergänztFrühere Ausg. erschienen in: Helvetischer Almanach 182
Der Canton Luzern
No full textgezeichnet v. Hr. Jost Pfyffer v. Altishofen Oberstl. d. Artill. ; gest. v. J. ScheurmannGrenzkoloritNullmeridian Ferro2 Massstabsleisten: gemeine Stunden [3 = 50 mm], grosse Stunden [3 = 60 mm]Aus: Helvetischer Almanach 1822 (lose Beilage, Ersatz für unzulängliche Karte von 1804
Atlas de la Suisse : contenant une carte générale et dixhuit cartes détaillées / 5 Der Canton Luzern
No full textgezeichnet v. Jost Pfyffer v. Altishofen ; gest. v. J. ScheurmannNullmeridian Ferro2 Massstabsleisten: gemeine Stunden [3 = 50 mm], grosse Stunden [3 = 60 mm]Frühere Ausg. erschienen in: Helvetischer Almanach 182
Atlas de la Suisse : contenant une carte générale et dixhuit cartes détaillées / 5 Der Canton Luzern
No full textgezeichnet v. Jost Pfyffer v. Altishofen ; gest. v. J. ScheurmannNullmeridian Ferro2 Massstabsleisten: gemeine Stunden [3 = 50 mm], grosse Stunden [3 = 60 mm]GrenzkoloritFrühere Ausg. erschienen in: Helvetischer Almanach 182
Atlas de la Suisse : contenant une carte générale et dixhuit cartes détaillées / 5 Der Canton Luzern
No full textgezeichnet v. Jost Pfyffer v. Altishofen ; gest. v. J. ScheurmannNullmeridian Ferro2 Massstabsleisten: gemeine Stunden [3 = 50 mm], grosse Stunden [3 = 60 mm]GrenzkoloritFrühere Ausg. erschienen in: Helvetischer Almanach 182
Der Canton Luzern
No full textgezeichnet v. Hr. Jost Pfyffer v. Altishofen Oberstl. d. Artill. ; gest. v. J. ScheurmannGrenzkoloritNullmeridian Ferro2 Massstabsleisten: gemeine Stunden [3 = 50 mm], grosse Stunden [3 = 60 mm]Aus: Helvetischer Almanach 1822 (lose Beilage, Ersatz für unzulängliche Karte von 1804
author-bios-SRD-19-0063.R1 – Supplemental material for The Network Structure of Police Misconduct
No full textSupplemental material, author-bios-SRD-19-0063.R1 for The Network Structure of Police Misconduct by George Wood, Daria Roithmayr and Andrew V. Papachristos in Socius</p
Preface
No full textIn Jost Gippert, Jasmine Dum-Tragut (eds.), Caucasian Albania. An International Handbook. Berlin / Boston: de Gruyter, v-ix
THE EFFECTIVENESS OF INTRODUCTION OF CHANGES IN THE PROCESS OF HEALTH CARE
No full textSpremembe v zdravstveni negi se pojavljajo kontinuirano. Zdravstvena nega mora poleg razvoja svoje stroke slediti tudi razvoju drugih strok v zdravstvenem timu ter razvoju novih tehnologij in novih metod zdravljenja. Trenutno se veliko pozornosti posveča ekonomski situaciji. Na vsak način pa moramo vse storitve zdravstvene nege ohraniti na najvišjem nivoju kakovosti in poskrbeti za varnost bolnikov.
Z anonimno anketo v Splošni bolnišnici Celje smo anketirali zaposlene v zdravstveni negi. Ankete so bile enakomerno razdeljene na področje kirurgije in internega oddelka. Anketiranci so bili obveščeni o namenu ankete, ki so jo prostovoljno izpolnili. Raziskovalna vprašanja smo razrešili s pomočjo t−testa za neodvisne vzorce, Mann-Whitneyjevega testa in z analizo variacije (ANOVA). Statistično pomembno razliko je predstavljala p-vrednost ≤ 0,05.
Rezultati so pokazali, da se pri zaposlenih pojavljajo razlike glede na spol, izobrazbo in delovno dobo ter da področje delovanja nima vpliva na uvajanje sprememb. Zaposleni z visoko izobrazbo in nižjo delovno dobo se bolj zavzemajo za uvajanje sprememb. Z večanjem delovne dobe se niža želja po spremembah. Ocena samega uvajanja sprememb v organizaciji je v nevtralnem območju. Kirurški oddelki boljše ocenjujejo uvajanje sprememb v organizaciji kot interni. Ugotovili smo, da se zaposleni v zdravstveni negi zavzemajo za uvajanje sprememb. Poleg tega pri vodenju prepoznajo transformacijsko vodenje in dobro delujejo v timu. Med moškimi in ženskami obstajajo statistično pomembne razlike, ki se pojavljajo pri zavzemanju za spremembe in v pripravljenosti sodelovanja izvajanja sprememb. Med skupinama s srednjo in visoko izobrazbo se pojavi statistično pomembna razlika. Zaposleni z visoko izobrazbo si pri svojem delu želijo več sprememb, zdijo se jim pomembnejše, podajajo več predlogov za spremembe, želijo se več izobraževati in pogosteje sodelovati pri uvajanju sprememb ter menijo, da dobijo bolniki s spremembami boljšo obravnavo. Testirali smo še delovno dobo, rezultati pa so prikazali razlike pri pomembnosti uvajanja sprememb in pri opozarjanju zaposlenih, ki ne opravljajo dela po dogovoru o spremembah.
V prihodnjih raziskavah bi bilo treba proučiti, zakaj se pojavlja razlika med moškimi in ženskami, in podrobno ugotoviti, kaj zaposleni pričakujejo v organizaciji in komunikaciji uvajanja novosti in sprememb.Changes in health care are constant. Apart from developments in the nursing profession, nursing also has to follow developments in other professions of the health team and developments of new technologies and new methods of treatment. Currently, there is much attention placed on the economic situation. Nevertheless, we should maintain nursing services at the highest level of quality care and patient safety.
We interviewed the nursing staff at the General Hospital Celje by an anonymous survey. Surveys were evenly divided in the area of surgery and general internal medicine. The respondents were informed of the purpose of the survey and voluntarily complied with it. The research questions were answered by using the T−test for independent samples, Mann−Whitney test and variation analysis (ANOVA). There was a statistically significant difference observed for p − value ≤ 0.05.
The results have shown differences based on gender, education and seniority of the employees and that the scope does not affect the pace of changes. Employees with higher education and lower seniority are more committed to introducing changes. Because of increasing seniority, the willingness for change will reduce. Rating oneself as a person introducing changes in the organization is in the neutral zone. Surgical departments assess the implementation of changes in the organization better than general internal departments. We found that employees in health care advocate the introduction of changes. In conducting the survey, we identified transformational behaviour and proper functioning of the team. There are statistically significant differences between men and women appearing in advocating change and willingness to cooperate in the implementation of changes.
There appear statistically significant differences among groups with secondary and higher education. Employees with higher education show a greater desire for changes in their work, they find them important, so they make several proposals for improvements and seek to educate themselves more, they are more involved in bringing about change and believe that patients are better off with changes implemented. We also tested seniority and obtained results that show differences in the importance of implementing changes and in alerting employees, who do not perform their work obligations in accordance with their agreements, on introduced changes.
In future research, it would be necessary to examine why there is a difference between men and women and to find out what employees can expect from the organization and communication when introducing innovations and changes in detail
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