Maryam Ansasri; Hassan Ali Bakhtiar Nasrabadi; Nosrat Abbasi; Maryam Yaghoobbi
Volume 8, Issue 8 , January 2012, , Pages 1129-1135
Abstract
Introduction: Philosophical thinking is an activity that focuses on the mind, sensitivity, understanding and links between them. Managers with philosophical thinking are able to make decisions for the entire organization. They make fewer errors and provide a balance between manpower and ...
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Introduction: Philosophical thinking is an activity that focuses on the mind, sensitivity, understanding and links between them. Managers with philosophical thinking are able to make decisions for the entire organization. They make fewer errors and provide a balance between manpower and organization maintenance. Such abilities can be influenced by demographic characteristics of the managers. The present paper aimed to examine the philosophical thinking of hospital managers as related with their demographic characteristics (type, management, gender). Methods: This comparative study was conducted in 2010 on all senior, nursing and office managers in Isfahan University of Medical Sciences, Isfahan, Iran. Simple random sampling was used to select 5 hospitals from 11 educational hospitals affiliated to Isfahan University of Medical Sciences. All managers of the selected hospitals were evaluated using census sampling (n = 80). Data was collected by a researcher-made questionnaire of philosophical thinking which was designed according to the Smith's model. Independent t-test and analysis of variance (ANOVA) were used for statistical analyses. Results: Our results showed the score of thinking in men and women to be respectively 74 and 71 out of 100. All three categories of managers scored almost the same in philosophical thinking. Moreover, ANOVA did not show a significant relation between philosophical thinking and academic degree (P > 0.05). Conclusion: Results of the present study suggested that scores of philosophical thinking of managers did not significantly relate with demographic characteristics. In fact, philosophical thinking is a skill which all people can possess.
Mohammad Hosain Yarmohamadian; Maryam Yaghoubi; Jahanara Mamikhani; Maryam Ansary; Jahangir Karimian; Mostafa Kiani; Majid Shirzadi; Leila Shahrzadi
Volume 7, Issue 0 , December 2011
Abstract
Introduction: Evaluation of human resources requires proper indicators for its performance measurement. In fact, compiling indexes consider as the basic source of information evaluation. The aim of this study was to compiling the basic human resources indicators in health system to provide enough information ...
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Introduction: Evaluation of human resources requires proper indicators for its performance measurement. In fact, compiling indexes consider as the basic source of information evaluation. The aim of this study was to compiling the basic human resources indicators in health system to provide enough information to evaluate human resource management in this sector. This work developed by designing a conceptual framework to compile and classify the indicators.Methods: In this descriptive/ applied study, which carried out in 2006-7, the research sample was human resources office of University of Medical Sciences in Isfahan. To implement various stages of the scientific projects a conceptual framework for the project was designed and according to it the indicators was compiled using IPPO model and validation of the method was performed using concentrated discussion groups.Results: The designed indicators were categorized in seven groups, including input, process, output, efficiency, effectiveness, productivity and outcome. Total indicators in this index were 60.The final score of University Human Resources Department was 1042 that had been allocated 63% of the total score.Conclusion: Indicators considered as the most important tools in monitoring and evaluation activities of units of human resources in organizations. Hence, compiling indicators, as a human resources information system evaluation tool at different levels of health system is the most important tasks of managers and experts in this field.Key words: Indicators; Human Resources; Organization and Administration.
Mohammad Hossein Yarmohammadian; Alireza Yousefi; Maryam Ansari
Volume 1, Issue 1 , March 2004, , Pages 37-43
Abstract
Introduction: The aim of this study is to examine the hospital manager’s job in order to identify their educational needs in Esfahan in 1382. To do so, first, we tried to become familiar with the current situation by using the experiences of hospital managers in Esfahan and then we made an attempt ...
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Introduction: The aim of this study is to examine the hospital manager’s job in order to identify their educational needs in Esfahan in 1382. To do so, first, we tried to become familiar with the current situation by using the experiences of hospital managers in Esfahan and then we made an attempt to determine the optimal situation by asking the views of management specialists. Finally, the two cases were compared to identify the educational needs of the managers. Materials and methods: The data were collected by using documents and hospital records. In addition, five management specialists, nine hospital managers and five head nurses were interviewed about the responsibilities and qualifications of a manger. The data were analyzed based on strubert ten-stage method. Results: The finings revealed that hospital managers did not have enough information about their responsibilities and what they knew in this regard was mainly acquired through experience. Furthermore, they lacked enough scientific and specialized knowledge and academic training about hospital management. Discussion: Managers need training about their responsibilities. Furthermore, the inputs, processes and consequences of their responsibilities must be defined clearly and accurately. At the end, a model was presented for revising the manager’s responsibilities. Key words: Needs assessment, job analysis, hospital manager.
