Labor model of a medical sister. Professionally significant quality medical sisters patient as a behavioral system

Download:

Preview:

State budgetary educational institution

secondary vocational education of the city of Moscow

"Medical School No. 30

Department of Health of the City of Moscow

(GBOU SPO MU № 30)

Extracurricular independent work

Professional competence and individual activity style

(Study manual for students of students)

Discipline: "Psychology"

Section: "General Psychology"

2013

Introduction .............................................................................. 3.

Professional work ..........................................................4

Classification of professions ...................................................... ... 4

Specialist model ................................................................5

• Psychogram
• Labor

Levels of professionalism ......................................................... 7

• Doprofessionalism
• Professionalism
• SuperProfhesionalism
• Non-profescionalism (pseudoprofessionalism)
• Afterprofhesionalism

Formation of a professional ................................................................... 8

Professional community and professional environment .................. 9

Obstacle to professionalism ........................................10

• Views of aging
• Fatigue
• Overwork
• Professional crises

Professional activity ........................................................................... 13

• The work of nurse
• Labor model nurse
• Psychological aspects of labor
  nurses - Head
• Mental aspects of labor
  Nurses - teacher

Models of the relationship of medical workers and patient ... ...... 16

• Engineering model
• Collective model
• Contract model

Psychological training of nurse ........................................18

• The reasons

Conclusion .............................................................................19

References .................................................................. 20

Introduction

Professional competence and individual activity style

In primitive society there were no problems of choosing a profession, as a person knew how to do everything necessary for life - to produce food, fire, make clothes, etc. With the development of human society, a gradual division of labor took place: first on cattle breeding and agriculture, then crafts and trade appeared. The activities of people became complicated with the development of material and spiritual life. Now the number of professions and specialties exceeds 40 thousand.

Professional work

Man carries out different types labor - from self-service and execution to creativity. Labor can become a means not only to maintain existence, but also expressions, self-realization, search, search and achievements.

Two sides of Labor AK Markov

Object of labor (Profession structure, regulatory indicators of the operational and technical structure of the profession. This is an objective, independent person's composition of work: the subject of labor, action and operations, means, conditions.

Labor Subject (Psychogram) are those psychological characteristics that need a specific person to assimilate professional norms and effective labor.

Classification of professions

There are different types of classifications of professions. For example, the distribution of professions on the first letter of their name. The classification of professions, built not by industry signs, and on the grounds coming from person. The most successful qualifications suggested Academician E.A. Klimov he highlights 5 main types of professions on labor object.

On the subject of labor types of professions

• man - man (teacher, doctor, journalist, investigator, etc.)
• man - Nature (physiologist, agronomist, veterinary doctor Dr.)
• man - technique. These are professions related to production and maintenance (Engineer-builder, locksmith, pilots dr.)
• man is an artistic image. This is visual, musical, literary and artistic, acting (writer, actor, antiquarian)
• man - Sign System: Signs, Oral and Written Speech, Notes, Symbols (Draftsman, Corrector, Sorter Dr.)

By subject of labor, i.e. The requirements for the psychobiological characteristics of a person can allocate professions requiringabsolute Profitability(specific, natural data are necessary), and professions withrelative professionality, where there is no certain qualities can be compensated by motivation and experience.

Profitability - E.the aggregate of the psychological and psychophysical features of the person necessary and sufficient to achieve it in the presence of special knowledge, skills skills, socially acceptable

labor efficiency. In addition to the abilities, professionality includes motivation, satisfaction with difficulty. A person has to continuously work on professionality, since the requirements from the profession as a result of its update are constantly changing.

Specialist model

As an improvement improves, the employee turns out of simpleartist in a specialist, and later in a professional . Sometimes a person develops further, becomes an innovator,superProfessional And enriches the profession. One of the directions of the psychology of labor is the development of a model of a specialist, which should reflect the volume and structure of professional and socially psychological qualities, knowledge and skills, in the aggregate of those who represent a specialist as a member of society.

The model of a specialist includes the following components:

Professional (description of psychological standards of requirements for the activities and personality of a specialist). Professional includespsychogram - the description of psychological qualities desirable to effectively perform professional activities andlabel - Description of labor. Professional and job requirements (description of the specific content of the specialist). Qualification profile (combination of the necessary types of professional activities and their degree of qualifications, qualification discharges for payment).

Psychogram

• Motives, goals, objectives, needs, interests of the relationship, value orientation of a person, psychological positions.
• Professional attractions, professional self-esteem, self-consciousness of themselves as a professional.
• Emotions, mental states, emotional appearance.
• Man satisfaction with labor, its process and result.
• Characteristics of the operational sphere of a specialist.

• Psychological knowledge of labor about the profession.
• Professional thinking, the ability to enrich the experience of the profession.
• Psychological actions, ways, techniques, skills, technicians of psychotechnology (in their influence on themselves and other people).
• Professional abilities, professional leaving Openness Professional growth.
• Professional self-development, ability to design and implement plans for their professional growth.
• Psychological contraindications (i.e. mental qualities, absolutely or relatively incompatible with the profession), as well as the quality of the absence, which can be compensated.
• The lines of professional growth and the line of collapse of professional activity and the personality of a specialist, the ways of their rehabilitation.
• The psychological side of labor can be installed only with the psychologist.

Labor

• Purpose, profession mission, its role in society, orientation per person.
• The prevalence of the profession (typical institutions for this profession).
• The subject of labor in the profession is the parties to the surrounding reality, which are affected by a person during labor. Proper vision of the subject

labor-first important step of professionalism.

• Professional knowledge.
• Activities, actions, techniques, skills, ways to work necessary for the successful achievement of the result.
• Whether the work of the specialist uses to perform for labor.
• Working conditions Labor and recreation Mode Sanitary hygienic conditions Mental load workplace.
• Organization and cooperation of labor form of individual group activities. Types of professional communication of the norm. Implementation, subordination.
• The result (product) of labor is changes that a person introduces to work: criteria for evaluating results.
• Possible levels of professionalism and qualifications of discharge in the category of category and their payment.
• The rights of the representative of the profession of psychological and social security, the presence of a favorable microclimate social guarantees, the amount of remuneration and vacation, labor protection The possibility of advanced training and retraining of the form service Promotion and promotion.
• Responsibilities of the representative of the profession Competence of knowledge of ethical standards Compliance with the professional and official task of conducting documentation Responsibilities.
• The positive impact of the profession is the possibility of self-realization.
• Negative parties profession Important material real losses. The presence of stress limiting the initial harm of the professional deformation of the personality and other psychological hazards is the lack of professional growth, recovery.

Professionalism levels

Professional - This is a specialist:having mastered the high levels of professional activity deliberately changing and developing himself in labor contributing to his individual creative contribution to the profession. Those who found his individual purpose of stimulating interest in society, to the results of its activities, the prestige of his profession in society. A person becomes a professional not immediately AK Markov allocates the following levels of professionalism.

1. Doprofessionalism
2. Professinalism
3. SuperProfhesionalism
4. Nonprofhesionalism
5. Afterprofessinalism

Doprofessionalism

At this level, the person works as a newcomer, has not yet mastered the standards and rules of the profession. This stage usually passes every person, but some people long delayed on it. Includes three stages:

I - primary familiarization with the profession

II - Adaptation in the profession

III - self-actualization: awareness of itself as an individuality, the development of abilities to self-diagnosis, determining its capabilities and its purpose in the profession.

Professionalism

Having learned the norms of the profession, the man begins, reaches high results in it, and also begins to realize himself in the profession and waves itself with the means of profession.

SuperProfhesionalism

At this level, a person goes beyond the profession and enriches it with his personal contribution. This level of professionalism is most significantly affected by society's progress. Superprofessional is ahead of their time, so they often have to overcome the resistance of society.

Non-profescionalism (pseudoprofessionalism)

At this level, the person externally works actively, but at the same time either makes a marriage in work: either gives all his life to work and at the same time distorts its own and professional, and personal development or has only personal prosperity goals. All this is the lack of professionalism.

Afterprofhesionalism.

This term belongs to people of retirement age. There are different behaviors in this period. A person can be an exproducional, and may mentor who helps others become a professional.

Formation of a professional

The formation of professionalism is based on general mental development. In early and preschool age are laidHuman abilitiesto knowledge, to thinking (to the general work, etc.) at school age arisespecial (Humanitarian, technical, etc.) in youth begin to developcommon professional abilitiesto different types professions) in adulthood formspecial professional abilities.The formation of a person as a professional is closely connected with a person. In today's society, the following indicators contribute to the formation of a professional. Follow professional ethics. Individual social and economic responsibility. Internal control. Noise immunity and competitiveness Flexibility and efficiency The ability to find new positive senses in their lives and work. Internal dialogue of personality. Adequate self-esteem. Readiness for differentiated assessment of the level of your professionalism, etc. The psychological formation of a professional means the emergence of new qualities in the human psyche of new knowledge, skills, skills. Inside the level of professionalism, the stage is highlightedadaptation It begins during the assimilation of vocational training and is completed in the first 1 -2 years of labor activity (primary adaptation). When young nurses begin to work the surrounding reality can cause shock and lead tofrustration (Sale of failure) and so far to adapt to the new situation. Inability to adopt interferes with the subsequent formation of professionalism.

Professional community and professional environment

The adaptation period of the young specialist also depends on the professional community of which he becomes a member.

Professional community- It is a social community that is organized specifically for the effective solution of uniform professional tasks. The interaction of people in community significantly affects the professional environment.Professional environment- This is a combination of subject (object, tools, means of labor, necessary actions, organization of labor, hierarchical relations) andsocial ( human relationship, microclimate) working conditions. In a professional medser specialist - members of the brigade. The main objectives of the professional activity of ensuring and torturing the optimal vital activity of the patient - can not be achieved alone. The social subsystem is created by the participants of the professional community, including a young specialist.Psychological climate isthe predominant and relatively steady mental mood of the collective. According to this point of view, the psychological climate in the team is determined by the type of cooperative relationship of members of professional community according to another personality relations of people.

Psychological characteristics of holistic professional community

Compatibility -Patimal combinations of the qualities of people in which the greatest efficiency of activity is ensured.

Cohesion - Agreement, uniformity, mutual adoption of people.

Exchange - Ability to consistent actions in the process of joint labor.

Stability -The oppression of frames frames.

Conshess - Jealousy, zeal, zeal.

Organizations - The ability of the collective to act organized in the situation of uncertainty.

Obstacle to professionalism

The most common obstacle professional development is age-related changes (aging). However, even before the start of professional aging, there are other dangers of errors, failures, crises, etc. In professional activities, which can lead to premature negative phenomena in professional development. Knowledge of these dangers is needed by a nurse to maintain performance and professional longevity.

Views of aging

Biological aging of the body -associated with the wear of its individual systems.

Socially psychological aging- It is a weakening of intelligent processes, motivational functions, an increase or decrease in emotional excitability.

Professional aging- This is immunity to the new, the use of steriotypes, violation of the partnership aging is not inevitable, and the professional absolute relations with the age of a person has no.

Proper aesthetic aging- It is impossible to understand the youth, in contrasting generations, etc.

Fatigue

Can carry out for the deformation of professional development.

Fatigue - This is a condition caused by hard work and the associated reduced performance. It can be physical (muscular) and neuropsychic. Recovery during fatigue begins when the work is interrupted, reduced by tensions or varies in character. Study show that many short breaks are better than a few long. Physical fatiguebecome a consequence of devastation of energy reserves and the accumulation of lactic acid (fatigancy substance). Neriva-mental fatigue - leads to a decrease in performance due to violations of central nervous regulation.

Nervous mental fatigues cause

• Long mental work.
• Heavy physical work.
• Monotonous work in monotonous rhythm.
• Noise, weak lighting, temperature, unfavorable for labor.
• Conflicts concern or lack of interest in work.
• Disease, pain, insufficient food.
• The fatigue of the central genesis, in contrast to the muscular, may disappear instantly under certain conditions:
• One fatigue activity is replaced by another
• The setting changes
• Anxiety emerges with fear or threatening danger
• Interest in work is resumed due to new information
• Mood changes

Overwork

With it there are changes in personality (conflict, irritability, increased emotionality). With pronounced overwork, the features of personality becomes aggressiveness, high personal anxiety.

Tension

Not all people have oscillation of performance are the same. Some (Lark) work vigorously in the morning. Other (owls) in the evening. Individual performance rhythm is useful to know every person to rationally combine periods of work and recreation and keep health for a long time.

Mental tension- caused by difficult conditions of activity, conflicts, unfavorable forecast of the development of events and is accompanied by a feeling of discomfort, anxiety.

Chronic emotional tensionit leads to the development of personality traits similar with signs overworking can lead to professional burnout syndrome.

Professional crises

This adverse phenomena may occur repeatedly during the life of any person. They are at different stages of primary adaptation to the profession, when switching to an adjacent specialty. Crises can occur on internal reasons when a person revises its values \u200b\u200band motives (why I work). Cropsis are natural, but if a person cannot cope with him, personal deformations-distortion of a personal profile may arise as a result of the extinction of positive attitudes, attitudes towards other people. The nursing profession involves the development of deformations. The main factors are: constant communication with sick people. Diseases, difficult to control the power that creates a feeling of influence on the dignity of fate, and even the lives of other people.

Professional diseases

These are chronic or acute diseases as a result of the impact on the employee of harmful factors and entailed the temporary or resistant loss of their professional working capacity. Nursing is attributed to productive risk factors. This is nervously - emotional loads and physical efforts, forced working Pose I.T.

Labor safety ensures the following psychological qualities of the employee

• Physical health, endurance.
• The ability of fast mobilization.
• The combination of motives of achievement with security motives.
• Possession of self-regulation techniques.
• Good vocational training.
• Readiness for justified risk.
• Experience, experience.
• Sustainable professional ability to combat emergency, trampled and stressful situations.
• The experience of communicating missing qualities already available.
• Caution, responsibility, relevance, punctuality, etc.

Psychological Features of Labor Nurses

• Labor model nurses.
• Psychological aspects of the Labor Nurse, providing nursing assistance.
• Psychological aspects of the labor of the supervisor.
• Psychological aspects of the labor of the teacher's nurse.
• Models of relationships of medical workers and patients.
• Psychological training of nurse.

Professional activity

Represents professional actions of a nurse. According to modern theoretical ideas, the basis of the patient's care is the nursing process it includes:

Subjective and objective examination of individual, family, groups

Setting goals and planning of nursing intervention

Evaluation of results

Professional activities of the nurse can be viewed as a sequence of stages:

Analysis of the problem situation (management, pedagogical, etc.)

Formation of an existing or potential problem

Setting goals and planning activities

Exercise plan

Assessment of results

The work of nurse

This complex mental system united different levels created from the manifesting personality-activity - communication united by a common task is to achieve an optimal level of patient's vital activity.

Labor model nurse

outdoor society formation

the following indicators contribute.

Labor model nurse

Labor model nurse

Nursing how the form of activity refers to the professions of the group "Man-Man" under the conditions is considered to be the work in the conditions of increased responsibility for the life and health of people WHO determines the 4 functions of the nurse.

The provision of nursing care and management. This includes health promotion prevention, treatment for rehabilitation or support of individuals, families and groups of people.

Patient trainingcustomer and staff of medical and preventive institutions. This includes a presentation of information on improving the health and prevention of diseases.

Activities as an effective member of the interdisciplinary team. it Includes effective cooperation with other people.

The development of the practice of nursing business critical thinking and scientific development.This includes the development of new methods of working research, nursing participation in such studies.

Based on these functions, you can define professional roles of nurses:

• Nurse practiced
• Nurse - manager, head
• Nurse teacher
• Nurse Member Interdisciplined Team
• Nurse - Scientist

Where the nurse would work, her work can be described as a totality of professional activities, professional communication, professional personality.

Psychological Aspects of Labor Nurses, providing nursing assistance

The health worker always has a strong impact on the patient's psyche, and the only thing that he can freely choose is to influence him in a positive or negative sense, for the benefit or harm to the patient. Specificity of professional work nurses consists inthat:

• Labor is focused on a sick person, the emergency complexity of which is determined by the peculiarities of the functioning of its physiological systems during the period of the disease, as well as a violation of social relations. The identity of the patient changes and complemented by those features that bring the disease into it.
• The nature of the behavior of the nurse can affect the course of the disease and the condition of the patient.
• The lack of knowledge of the nurse, skills and skills of professional communication makes it absolutely professionally unsuitable.

Psychological Aspects of Labor Nurse - Head

In our country, a nurse manager has toact in difficult conditions of instability, resource deficits and limited personnel opportunities. Henry Minberg divided into 3 large groups of roles that leaders take on

• Interpersonal
• Information
• Roles with decision-making

Interpersonal

This role when working with people.

• The first role is the face of the organization. The head presents the organization in official areas.
• The second role is connected (exercising internal and external contacts).
• The third role is the leader of the management inside the organization.

Informational roles

This role when working with information. Here the head is the role of the recipient of the information (receiver) to control the transmitter of information within the organization; As a representative of the reporting information.

Making decisions

This is the role of an entrepreneur - a person makes decisions aimed at the development of the organization. ROLE-STABILIZERS -EVENTION Prevent problems. The role of the resource distributor is temporary, financial. The role of a person of the decision makers during negotiations with other organizations.

Professional communication

Under the professional communion, the nurse is understood as the process of establishing contacts between nurse and subjects of communication (patients, their relatives, colleagues, etc.). Allocate communicative, interactive, perceptual communication.

According to Robert's scheme, a successful leader must have

Mental aspects of labor
Nurses - teacher In the new concept of nursing nurseassign the role not only by the artist, but also the teacher-tutor. The latter function is defined as the training of patients of their relatives of the medical professional institution, students and schoolchildren.

Models of the relationship of medical workers and patient.

The models of the relationship between health workers and patients of American doctor Robert Visa are well known.

• Engineering model
• Patennist (father) model
• Collective model
• Contract model

• Contract model

Engineering model

The doctor and nurse restore some functions and eliminate breakdowns in the patient's body. Interpersonal aspects of relationships are almost entirely ignored. This model may prevail in X-ray cabinets, in resuscitation compartments, etc.

Patennistist (with lat father) model

Medical staff belongs to patients like parents. Doctoror the nurse themselves determine what is the benefit of the patient, they themselves accept the decision important for the patient and, accordingly, take most of the responsibility for themselves.

In the first two models, the relationship between health workers and the patient is built on the subject-object type, which can be carried out to mutual deformation of personalities

Collective model

Full mutual confidence of medical personnel and patient. The health worker cooperates with the patient as with a colleague. For example, in some chronic diseases, the patient must be prepared for an assessment of his condition and provide self-help.

Contract model

In rare cases, it may look like a legally executed contract with the patient.

Contract model

It is a combination of positive features of collegial and contract models. The contract is based on the principles of mutual trust and cannot be terminated by the health worker unilaterally. In the last three models, subject prevails - a subject type of relationship, which makes them preferred. Such a relationship contributes to personal growth and patients, health workers

Psychological training of nurse

Reforming a nursing case, the emergence of new activities and gradual changes in the status of nurses require training in the field of theoretical and practicalscientific psychology. However, the training program in medical schools and colleges is constructed in such a way that knowledge of nurses about the mental properties and states of personality, about the structure of communication, the ability to act in critical situations are not used in practical activities. This may be associated with a number of reasons.

The reasons

• Lack of tutorials for the basic nurse
• preparation.
• Insufficient number of qualified teachers of psychology, having and nursing, and psychological specialty, as well as practical experience.
• Lack of motivation among students and then practicing nurses to self-knowledge and self-development.
• Iconfigure the supervisors of the highest and mid-level, some doctors need psychological knowledge and skills for any nurse.

Conclusion

Professional competence and individual activity style. It consists of a nucleus and the so-called extension, they include different systems of techniques, methods of methods due to individual-specific human qualities and is a means of effective adaptation to objective circumstances.

Professional competence is defined as a certain confirmed right to belong to a specific professional group of employees recognized by the social system as a whole and representatives not only a specific professional group, but also other social and professional groups.

Individual activity style allows people with different individually typological features of the nervous system, a different structure of abilities, the nature to achieve equal effectiveness when performing the same activity in different ways

Bibliography

N.N. Petrov Tutorial on Psychology

Ostrovskaya I.V Psychology Textbook for Medical Specialties

Kuraev G.A. Pozhaska E.V age psychology

Panchenko L.L. Adaptation to Professional

Kondrashikhina O.A. Differential Psychology

The determining role in organizing the work of specialists of nursing business in any medical institution belongs to the head of the nursing service (division) - the main medical sister (senior medical sister). The level of problems solved by them is different, but in the current conditions of the development of market relations and the transition to budget-and-insurance medicine, the understanding of the fact that the quality of therapeutic and diagnostic assistance depends on the relevant training and professional competence of the performers. Currently, the medical sisters are delegated to the execution of new professional tasks, in particular, they have to make decisions in conditions of extreme instability, constant shortage of all types of resources. To successfully fulfill these tasks, the head is not only knowledge in the field of its narrow professional competence. The most important criterion for the value of a medical sister as a manager becomes its management competence, leadership qualities, communicative abilities, optimism, the vision of the future and the desire to know tomorrow what they do not know today.
The main medical sister (senior medical sister) requires knowledge from the field of management, social medicine and health care for making independent decisions and participation in the implementation of various organizational issues related to the analysis of the health status of the population, with sanitary and hygienic and epidemiological assessments of the medical and prophylactic institution and t. n.
The sister-manager should know the foundations of labor legislation. Being an administrator, she carries like

moral and administrative responsibility for the implementation of labor legislation. The daily activities of the main sister is associated with the work of personnel, control over the performance of functional duties, compliance with the rules of the internal labor regulation and discipline, and for this requires knowledge of the basic provisions of the legislation.
The responsibilities of the sister-leader include the solution of economic issues and technical support of the medical institution. Most sisters executives perform the work that can with trusted person, having frees your time to solve more important problems. Such work includes a solution to a variety of business issues: providing pharmacy assortment, linen, organization of diet, technical equipment of the medical institution, etc.
Since the main medical sister takes part in the management of the medical and prophylactic institution, it needs to know the goals and objectives of the management process, the form of management decision, to know the content of documents and materials that will have to use in the process of work, will require knowledge of the foundations for organizing work with various species. documents.
Knowledge of health care issues is necessary for any manager. Each manager is obliged to know the statutors of financial support for therapeutic and preventive institution, articles, estimates, budget (receipt and spending of funds), the cost of certain types of medical services, state expenses for the patient's treatment, economic efficiency of enslavement, reserves and specific opportunities for saving in every treatment institution, ways to implement funds, accounting for material values. Effective and rapid solution of the tasks assigned to the sister-head of knowledge of medical informatics and skills to work with modern computing equipment. All of the above knowledge will allow the sister-manner to form a creative team and raise the proper level of nursing in a medical institution.
Organization and management in the work of medical
sisters-leader
The main functions in the activities of the sister-manager are: planning, organization, motivation, control.
Planning helps any leader to determine the goals and objectives of the upcoming work. This makes it possible to most effectively distribute working hours, resources and material costs. Unfortunately, not all middle managers are planning their working day, which leads to a constant shortage of time and resources, reduce disability, poor mood and well-being. From how the work day of the main medical sister is organized, the organization of working time of senior nurses depends.
For this, a promising plan for the work of the main medical sister for the year is drawn up, which is made by major major events planned for working with medical sisters of different levels, hostess and nursing sisters. Based on the annual plan, a more detailed current plan is developed, which indicates:

• days and hours of participation of the Main Medical Sitter in the events held by the Administration of the Medical and Preventive Institution (bypassing offices, meetings, commissions, etc.);
• days and hours of the participation of the sister-leader in events in accordance with the promising annual plan;
• time to familiarize yourself with medical records (orders, protocols, acts, medical literature, etc.);
• days and hours for independent parts of the departments of the medical institution;
• exit work, etc.

The plan is approved by the chief physician, is replicated and applies between the senior medical sisters of the offices.
The right organization of work is important in the work of the nursing personnel of any level, which includes the organization of the workplace, the effective distribution of personnel but working points, creating a creative and benevolent atmosphere in the working team. To do this, it is necessary to have the desired number of work premises that meet the requirements of the activities carried out in them (the main and senior medical care rooms, procedural, dressing rooms for sisters and agencies, sister-hostess room, conference room, etc.). The premises should not be cluttered with excess furniture, things and equipment, should not be dark and raw. Jobs must be equipped depending on the nature of the medical sister's activities. It is necessary to have packages of all regulatory documents relating to the work of offices (orders for pharmacy, sanitary regime, industry standards, orders for office, etc.).
Each sister-manager should have an information folder about its activities where: functional responsibilities, work plan for the year (per month), list of department employees, indicating the necessary data, vacation schedule, work plan for especially dangerous infections, an increase plan for increasing The qualifications of medical sisters, a data bank, indicating the time and place of advanced training of employees, etc. In the departments and cabinets of the medical institution, the documentation of a single form should be carried out, clearly, paralleling and neatly (magazines of potent, narcotic and deficient funds, alcohol conducted by consultations , registration of patients, etc.).
The motivation of the professional activity of the nursing staff is one of the most relevant problems of modern health care. The prestige of the profession of a medical sister in society falls. Nursing staff is mostly dissatisfied with their work, payment system, so the quality of medical care is reduced. Motivation with its effective use by the sister-supervisor can be the main point in improving the quality of nursing care, obtaining satisfaction from his work. For the motivation of the professional activity of nursing staff, various approaches are necessary:
- prompting staff to active activities with the help of external factors (material and moral incentive), salary accrual, premiums, promotion on the service staircase, recognition and approval of the results of the administration, additional leave, etc.;
- the formation of the employees of internal (psychological) motivations to work, interest in work, creative approach, Tweets for the work done, self-esteem with the creation of appropriate working conditions (equipment of the workplace - computerization, specially stitched workwear, making individual business cards), providing freedom of selection of actions when solving the task and accurate wording of this task.
Each work done requires verification and comparison of actual results with the planned operation, this process is called control. The sister-manager should always be ready to check the quality of subordinate work.
Thus, to ensure a clear, effective, well-established work of the nursing staff, and therefore the dynamic development of the medical institution, the manager needs to know the four components of the Office - planning, organization, motivation and control.
Selection and placement of frames. The low level of salary, far from adequate to the nature of labor, its public significance, and responsibility, psychophysical loads; The fall in the prestige of the profession of a medical sister - these and other reasons led to the best qualified nursing staff from medicine. In this regard, in medical and preventive institutions a "deficit" of secondary and junior medical personnel arose. In such a situation, it is often that anyone can get a workplace. Only after some time a period of time, the sister-director can evaluate the business and human qualities of the new employee and conclude how successfully or unsuccessfully taken to this position this specialist. In this case, it is very difficult to avoid mistakes in the selection of frames.
In order for the main medical sister to some extent to avoid mistakes and protect themselves and protect themselves with their team from accepting unqualified and irresponsible employees, it is necessary to remember some practical councils tested by the experience of many years of work of the leaders of the nursing services of a number of large medical institutions in Western Europe and Russia:

1. All over the world, the practice of presenting the characteristics of or recommendations from the previous place of work has been adopted. Therefore, feel free to demand them from entering work.
2. If there are doubts about the objectivity of the content of the characteristics or recommendations, find out this during the interview.
3. Do not allow the interview to be conducted in your absence or instead of you. Work with a new specialist, first of all, you.
4. The interview can be built on arbitrary form, based on concrete circumstances, but in any case the sister-manager should clarify several points in the conversation process:

• for what reason the interlocutor (ka) left the former place of work;
• in this connection, it was on a given medical institution that opted;
• as far as he (she) is interested in improving their qualifications;
• how many are engaged in self-education in the specialty.

1. During the interview, pay attention to the behavior of your interlocutor (CSI), their ability to talk and listen to the ability to listen.
2. To make the interview process more complete and interesting, develop special questionnaires and tests, depending on the specifics of various posts.
3. If there was a need to invite a senior medical sister from another medical institution for work, pay attention not only to its professional qualities, but also for the presence or lack of skills to work with people, its behavioral characteristics.
4. If you are talking to a young specialist, find out how thought about it (s) choose the profession as far as they are susceptible to business tips and criticism.
5. During the conversation, show friendliness and tact. Create an environment that helps the interlocutor psychologically liberate. It will help you get more objective and complete information from the interlocutor.
6. If you are interested in a new employee, make it so that he wanted to work in this medical institution. Familiarize the future employee with job responsibilities, rights, internal regulations of this medical institution, work schedule, with the requirements that you make to the activities of your employees, and existing in your institution benefits and promotions.

Thus, any leader should understand that it is important not just to gain footage, but to create and maintain a able-bodied, creative, efficiently working team, which is especially important under the present conditions in the health system.
Organizational and methodological work with medical sisters. One of the main tasks in the activities of the medical sister-leader is to conduct educational work with medical personnel. Forms and methods of this work are quite varied. These are a school of a young specialist, school of senior nurses, the study of special medical literature, participation and performances on scientific and practical conferences, in various views and contests. Selection of medical sisters for any position, and especially the preparation of a reserve for a leadership position, requires a detailed study of the business and moral qualities of the employee, studying the advantages and disadvantages by observing its activities, in the course of personal conversations, feedback from him by a number of colleagues, with the help of sociological research . It is necessary to express medical sisters on workplaces so that the work performed is satisfied by the artist so that everyone felt in its place and could most fully express themselves. Working with a reserve for the nomination to the post of senior medical sister should be carried out on special programs, in particular through the school of a young specialist.
An important link in the organization of educational and industrial work is to consume]
Sisters. The Council of Medical Sisters creates several commissions, the most important - production and sanitary. Every commission is headed by one of the senior nurses. All meetings of the Board are issued by protocols that are hung on the "Corner of the Sisters Council" stand. To the circle of issues, solved by the Nurses Council, include: studying the main orders and guidelines for sanitary regime, accounting and storage of medicines, alcohol, conducting cross-checks with a report on their results, etc. One of the forms of educational work with medical sisters is Condudoing the profession, competitions of professional skills, etc.
Improving the qualifications of nurses. The modern development of medical science and technology, the introduction of new and complex methods for diagnosing and treating patients requires a high-quality medical personnel of vocational training and permanent advanced training. With the real development of the nursing case in the health of the formula - "education for life" should be replaced by another - "education throughout life". Improving professional skills is the key to an effective organization of nursing in medical and preventive institutions. Currently, a set of measures aimed at expanding the volume and improving the quality of training of specialists, improving training planning and careful selection of subjects, taking into account the specifics of the activities of various groups of specialists of the nursing link.
The direct guidelines for the advanced training of medium medical personnel is carried out by the Council of Medical Sisters. The Council of Sisters is headed by the main medical sister of this medical and prophylactic institution. Work on the training of specialists of the nursing link is held in several areas: raising vocational training, working with young specialists, the passage of qualifying attestation in the specialty, permanent and targeted work on moral, ethical and deonologic education of nursing staff.

Professional training provides for a direction in the school of advanced training for postgraduate preparation according to the application plan; preparing medical sisters of narrow specialties directly in workplaces in large specialized branches; systematic improvement for senior nurses and their reserve based on a medical and prophylactic institution; Mastering related specialties; attracting participation in scientific and practical conferences, symposia; The development of interest - | Resea for publication in periodical print articles, replacement of current in innovation, rationalization, exchange of experience; The direction of sisters-managers for training at the Faculties of Higher Nursing Education in Medical Institutes and Universities.
Working with young professionals requires a sister-head not only high training, knowledge and skills, but also the skills of a teacher and a psychologist. A nurse who has recently graduated with an educational institution requires special attention. From how skillfully and tactfully, it will be involved in labor activity, as far as the attention of the sister-leader will be the attention of its professional level, will be so guaranteed the effectiveness of her nursing care. In this regard, schools of young professionals are being created in medical and preventive institutions, where the management and health care issues are highlighted, the issues of personnel policies, planning and financing, the basis of management and medical psychology, issues of legal regulation in the activities of medical professionals, drug education, study of regulatory documents, Emergency care, the rules of the sanitary and epidemiological regime in the LPU, sanitary exploration with patients. Special attention should be paid to the upbringing of love youth to your profession, to colleagues, to patients. The questions of philosophy, ethics and deontology in nursing should be considered at the level of other sections in teaching young professionals.
To further improve the quality of medical care of citizens and the responsibility of medium medical

(Data on the results obtained during the work), which will allow the head to identify many unforeseen problems and avoid violations of work.
Final control is carried out when the work has already been completed or expired on its execution. Such control gives the head of the nursing service to the information necessary for planning future similar activities, and it contributes to an increase in the motivation of nurses. That is, well-performed work requires remuneration, but poorly performed - clarify the reasons and their elimination.
One of the methods of conducting control and evaluation is to conduct traversions (administrative, integrated, focused). Administrative trafficking is carried out by the chief physician or his deputy together with the main medical sister. Representatives of the Economic Service are invited to this detour.
Comprehensive bypass The main medical sister conducts independently together with representatives of the Council of Medical Sisters. The check is carried out in several directions: the sanitary state of the implementation of medical purposes, accounting and storage of potent and narcotic drugs, the maintenance of documentation, etc. To obtain a more complete assessment of the results of circumventions, memos are made to test the work of senior nurses, procedural sisters, host sisters and etc. Such memos provides all sisters leaders.
The targeted bypass is more narrow, specific tasks. He pursues the target of the sample check. For example: Accounting, storage, spending of medicines, dressing material, alcohol, etc. Bypass is carried out in the presence of a senior medical sister. All comments received are brought to the attention of the head of the department.
The established methods and methods for conducting control and evaluation can be improved, are supplemented depending on the profile of the work performed and the creative potential of the head. For more reliable data on the quality of the provision of sister
the help is useful to conduct questioning among patients. The questionnaire is made arbitrarily, depending on the separation profile or cabinet. The results of the survey are analyzed are evaluated, are made (relevant conclusions and comments, after which the proposals are taken into account and the necessary adjustment of the action plan is carried out.

Send your good work in the knowledge base is simple. Use the form below

Students, graduate students, young scientists who use the knowledge base in their studies and work will be very grateful to you.

Posted by http://www.allbest.ru/

Ministry of Health and Social Development of the Russian Federation

State budgetary educational institution of higher vocational education

"Chita State Medical Academy

Ministries of Health and Social Development "

Public Health and Health Department

Internature in the specialty "Management of nursing activities"

Topic: "Motivation in the work of nursing staff"

Performed: Zaporzhennaya N.V.

Chita, 2013

Introduction

Chapter 2. Practical research of satisfaction with labor and increase production motivation of nurses for example 321 OVKG

Conclusion

Bibliography

Introduction

The stability of personnel composition is one of the conditions for the effective work of any company, and the struggle for low fluidity of personnel is a problem, especially relevant for areas such as healthcare and pedagogy. To solve it, you need to be able to predict the situation, learn to manage the process of fluidity of personnel. And one of the first steps here may be a study showing how far the workers are satisfied with their work. Often, under satisfaction means the holding of an employee at the enterprise.

Problems of improving the labor motivation of medical workers are the most important function of managing health. Without their solution, a real improvement in the quality and culture of medical care to the population is hardly possible, as well as improving the efficiency of medical and preventive institutions (LPU) and the industry as a whole based on the rational use of financial, material and personnel resources. Currently, it is proved that money does not always encourage a person to work harder (although no one depicts the role of material interest!). Problems of improving labor motivation are systemic in nature and require an integrated approach when solving them.

The relevance of the study is to study satisfaction, you can get information about the strength of the personnel attachment to the enterprise. It is appropriate to talk here about the material and moral stimulation of workers. Data on staff satisfaction with work is information about personnel risks. It is important for any supervisor who does not want to be a hostage to the emerging situation. The problems of motivation and stimulating staff are quite widely seen today in scientific and publicistic literature. However, attempts to adapt the classical motivation theories to modern times are not largely systematized, which makes it difficult to make practical use of technologies and motivation methods. The complexity of the practical organization of the personnel motivation system is also determined by the weak learning characteristics of the motivation of workers employed in certain sectors of the economy and production types. It is clear that there is a professional specificity of motivation in different fields of activity. The relevance of the problem is also due to the rigidity of the health management system itself, which has retained a lot of control traits characteristic of a socialist planned system and not fit into modern market conditions. In most health facilities, the possibilities of material stimulation of labor are limited to the deficit of funds, therefore special attention should be paid to the means of intangible motivation of nurses. Given the limitations of the material resources of health, the effective and adequate value for the identity of the personnel of a particular medical institution is becoming particularly relevant. Intangible form of motivation. As the material and technical base of health care is strengthened, personnel management issues in its non-material, but a socio-psychological aspect will be increasingly in front of the heads of medical and preventive institutions. Improving the labor motivation of nurses is an urgent problem, the significance of which is particularly high in connection with the reform of health and the implementation of the National Health Project. Managers should clearly understand the importance of motivation as one of the management functions and use all the possibilities for reducing demotivatory medical sesters

The purpose of the study is to consider the essence of motivation in the work of the nursing staff, while analyzing the factors of the motivation of their labor.

1. Consider and systematize the theoretical foundations of studying motivational focus in labor.

2. To summarize information about the motivational orientation of medical workers.

3. Conduct a practical study of satisfaction with the work and increasing the production motivation of nurses on the example of 321 CVG.

The object of the study - medical sisters of the LPU.

The subject of research is the features of the motivational orientation of nurses.

During this study, research methods were used:

Analytical (analysis of the data obtained);

Sociological (survey);

Statistical (data from reporting documents).

Course work consists of administration, two chapters - theoretical and practical, conclusion and literature of literature.

Chapter 1. Theoretical Aspects of Labor Motivation in Medicine

1.1 Labor Motivation Problems in Medicine

Improving staff motivation is one of the priority management tasks in any field of activity. Special significance acquires this problem in the field of health in connection with the tasks set in the "Health System Development Concepts in the Russian Federation until 2020" .

Nursing is an integral part of the health care system, aimed at solving the problems of individual and public health of the population in changing environmental conditions. Nursing includes health care, prevention of diseases, the provision of psychosocial care and care to persons with physical and (or) mental illness, as well as disabled all age groups. According to the Central Research Institute of Organization and Informatization of Health In 2012, the number of secondary medical personnel in the Russian Federation was 13,27,8 thousand people. Nursing is part of the health care system that has significant personnel resources and real potential opportunities to meet the needs of the population in high-quality and accessible medical care.

Despite the tasks assigned to health care, some trends continue to exist in the development of nursing, negatively affecting the state of labor motivation of medical sesters.

One of the main reasons affecting the personnel labor motivation is the level of material remuneration for labor and the sense of justice of this remuneration. For employees with external motivation, this factor may have a determining value not only as a supportive and regulating motivational status of a factor, but often to play a decisive role in solving the issue of continuing to work in a particular organization and in medicine in principle. For internally motivated workers, other factors have more importance, but the low level of wages makes them experience substantial dissatisfaction.

The overwhelming number and patients and doctors underestimate the contribution of nurses to the medical and diagnostic process; Doctors do not know how and are not focused on building equal partnerships with medals, they do not recognize higher sister education and especially, an increased level of secondary vocational education of nurses. Historically, the idea of \u200b\u200bthe nurse, as a doctor's assistant, his "right hand", an appreciation. "[Nurse] should begin its work with thought, firmly embedded in her head, the thoughts that it is just a tool with which the doctor leads to its instructions; It does not occupy an independent position in the process of treating a patient man "(McGregor-Robertson, 1904).

Despite the whole century, separating us from this statement, there is currently a little similar mentality in what has changed. Many doctors directly or indirectly express their superiority, allow incorrectness about medium medical personnel, all this acts as a factor that significantly reduces the desire to work.

The high degree of physical and psychological burden on the medical sisters, the underdevelopment of the kopping strategies, as well as a number of organizational factors contribute to the rapid development of professional burnout syndrome, which, according to various authors, suffer from 40 to 95% of medium-sized medical workers. The burnout of health workers significantly deforms the system of value orientation of the individual, emphasizing the material values \u200b\u200bto the detriment of spiritual, shifts the motivation of labor from the inner side of the external.

A low level of wage provokes unofficial sources of income, with which employees are trying to satisfy not only the need for a fair material remuneration for labor, but also the need for recognition and respect. It is one of the leading internally motivated workers in the structure of labor motivation, which are often doctors. The deficit of recognition is compensated by replacing it with cash equivalent and material symbols, with explicit insufficiency, it is possible to make it using wages, an accent is shifted to informal sources. Although it should be noted that it is more likely to talk about doctors; Middle medical workers are much to a lesser extent have the opportunity to take advantage of unofficial remuneration. Moreover, it is less possibilities, but not less desire. In this situation, nurses have an increase in the sense of injustice, which entails the disagreement of the tandem "nurse", affecting the quality of treatment and reducing the labor motivation of the latter. But the problem of deformation of the value-motivational system of medical workers is becoming special significance in this situation. For the visible side of the named problem, one more is hidden: informal payments begin to recognize as a substantial incentive that prompts the nurse to work better, and students - to choose a medical profession, i.e. turns on to the labor motivation system. Challenges the informal payments, in addition to the legal aspect of the problem, fundamentally contradicts the principles of biomedical ethics, discredits the public health system, negatively affects the quality of medical care and the prestige of the medical profession.

The possibilities for self-improvement and training of nurses are remained: Mandatory advanced training is carried out 1 time in 5 years, the possibilities for the exchange of experience between middle personnel of various medical institutions are not used, the methods of intra-organizational learning are not used: horizontal rotation of frames, "School of young nurse" and Dr. Forms of learning. Meanwhile, the implementation of the need for training and development on the one hand, and the participation of the nurses themselves in pedagogical activities on the other hand, have a powerful motivational potential for a significant part of employees.

In the "Health System Development Concepts in the Russian Federation until 2020" As one of the priority tasks, the development of "infrastructure and resource support for health care, including financial, logistical and technological equipment of medical institutions based on innovative approaches and standardization principles", which is designed not only to improve the quality of medical care, but also to promote development Labor motivation staff.

Requires improvement system of personnel management. Currently there is practically no hierarchy in the system of the Nursing Organization. Career growth opportunities are very limited: nurse, elder sister, home sister. Only in some LPUs appear such posts as a specialist in training of nursing staff, a specialist in controlling the quality of nursing activity. No, for example, such posts as a brigadier or senior shift, nurse-mentor. The introduction of a number of such posts could serve as the career aspirations of the medical sisters and a more differentiated approach to the issue of wage.

The prestige of the profession of a medical sister, as noted earlier, plays one of the essential roles in the structure of the labor motivation of nurses. Most of the above reasons are directly or indirectly associated with the position that takes this profession in society. The prestige of the profession is not so simple, and this is a common task not only to the health care system, but also the cultural condition of the entire society, hierarchy of social values. The labor motives and values \u200b\u200bof the Western sample introduced into the massive consciousness of Russians are not compliance with the model of attitude towards work, which was formed throughout the centuries-old history of Russia on the basis of internal prerequisites and economic development requirements. A decrease in the general cultural level of the population, part of which are medical sisters, leads to pre-reconciliation of needs, underdevelopment of the motivational sphere. There is no wide propaganda of public importance profession of a medical sister at all levels. Insufficient attention in health facilities is given to the development and maintenance of the culture of the organization, in particular, promoting the mission of the institution, the formation of loyalty and commitment to the organization of personnel and others. Specific aspects of the formation of organizational culture. Improving the labor motivation of nurses is an urgent problem, the significance of which is particularly high in connection with the reform of health and the implementation of the National Health Project.

1.2 Concept and essence of personnel motivation

Motivation is a complex psychological phenomenon that causes many disputes in the environment of psychologists who adhere to various psychological concepts.

Motivation can be determined in different ways. On the one hand, motivation is the process of encouraging itself and others to activities to achieve personal goals or objectives of the organization. On the other hand, motivation is a process of a conscious choice by a person of a type of behavior determined by the integrated effect of external (incentives) and internal (motifs) factors. In the process of production activities, motivation allows employees to satisfy their basic needs by performing labor duties.

In the most approximate understanding, such a definition reflects the inner state of a person, however, it should be noted that the forces that encourage the action are outside and inside a person and make it consciously or unconsciously make some actions. At the same time, the relationship between the individual forces and actions of the person is mediated by a very complex system of interactions, as a result of which various people can respond completely differently to the same effect on the part of the same forces.

Based on this, it can be assumed that the process of human motivation is subject to both internal and external determination. Hence the concept of motivation. Motivation - Activities aimed at intensifying the labor team and each working in the organization and encourage employees to work effectively to perform the objectives formulated in the plans.

The motivation function is that it has an impact on the organization's labor team in the form of motives for efficient work, social impact, collective and individual incentive measures. These forms of impact activate the work of the management entities, increase the efficiency of the entire organization management system.

The essence of motivation is to, focusing on the system of needs of workers, ensure the complete and efficient use of their employment for the speedy achievement of the organization's goals.

Motivation of labor is the desire of an employee to meet the needs (obtain certain benefits) through labor activity.

The structure of the Labor Motive includes:

The need to satisfy the worker;

Good, able to satisfy this need;

The labor action required for the benefit;

The price is the costs of material and moral nature associated with the implementation of employment.

Fig.1. The relationship between the need for labor and satisfaction with labor, the way to work

motivation Medical Sister Personnel

Motivation of labor is the most important factor in the performance of work, and in this capacity it is the basis of the employment potential of the employee, i.e. The entire totality of properties affecting production activities. Labor potential consists of psycho-physiological potential (human abilities and inclinations, its health, performance, endurance, such as a nervous system) and personal (motivational) potential. The motivational potential plays the role of a starting mechanism that determines which abilities and to what extent an employee will develop and use in the process of work. Motivation is also the process of creating such conditions regulating labor relations, within which the employee has a need to work selflessly, since this is the only way to achieve its optima in meeting the needs. Motivation is the process of conjugating the objectives of the company and the employee's objectives for the most complete satisfaction of the needs of both, the process of impulses itself and others to activities to achieve common goals. Motivation is the creation of the conditions for identifying the interests of the organization and the employee, at which it is beneficial and necessary to one, it becomes as necessary and beneficial to another [22].

Exist various methods Motivations from which you can select the following:

1. Regulatory motivation - a person's prompting for certain behavior through ideological and psychological impact: beliefs, suggestion, informing, psychological infection, and the like;

2. Forced motivation based on the use of power and the threat of deterioration of the needs of the employee in case of non-fulfillment of them relevant requirements;

3. Stimulation - the impact is not directly on the person, but on the external circumstances using the benefits of incentives that encourage employees to certain behavior.

The first two ways of motivation are direct, as they imply direct impact on a person, stimulation is indirectly, since it is based on the impact of external factors.

The motivation system can be represented as a special table.

Table 1

Labor motivation system

The main objectives of motivation are the following:

1) the formation of an employee of the essence and importance of motivation in the labor process;

2) training personnel and leadership of the psychological basics of intra-profitable communication;

3) Formation of every leader of democratic approaches to personnel management using modern motivation methods.

To solve these tasks, various motivation methods are applied.

Four basic motivation methods:

1. Forcing - based on fear of dismissal, punishment.

2. Remuneration is carried out in the form of systems of material and non-material incentives.

3. Solidarity - is implemented by forming property and goals close to or coinciding with the values \u200b\u200band goals of the organization, and is carried out with the help of conviction, education, training and creating a favorable work climate.

4. The device - implies the impact on the purpose and objectives of the organization by partial adaptation to the goals of the managers of the highest and middle levels. This type of motivation requires the transfer of powers to the lower levels, and this becomes an internal motive that combines the objectives of the organization and staff of the organization.

The essence of personnel motivation is that the enterprise personnel effectively perform work, guided by their rights and responsibilities, in accordance with the decisions of the enterprise's governing staff.

The types of personnel motivation differ slightly from different authors, but it is easy to identify several basic.

Types of personnel motivation for major groups of needs: material (the desire of an employee to supply), labor (content and working conditions), the status (desire of the individual to take a higher position in the team, to respond for a more complex and qualified work).

Types of personnel motivation for used methods: Regulatory (impact with the help of informing, suggestion, beliefs), forced (use the threat of dissatisfaction of needs, coercion, power), stimulation (indirect impact on the identity, benefit and incentives, which encourage employees to the right behavior).

Types of motifs on the sources of occurrence: internal and external. External motives are an impact from the outside, with the help of certain rules of behavior in the team, through orders and orders, payment of work, etc. Internal motifs are an impact from the inside, when a person himself forms motives (for example, knowledge, fear, the desire to achieve a certain goal or results, etc.). The last type of stimulation is much more efficient than the first, since the work is performed better and less effort is spent on it.

Types of personnel motivation in a focus on achieving the goals and objectives of the organization: Positive and negative. Positive - these are personal bonuses and premiums, instructions of the most important work and VIP clients, etc. Negative - these are various comments, reprimands and recovery, psychological isolation, translation to the lower position, etc., and all types of penalties should be communicated and explained to the entire team, and not just a specific individual.

Personnel motivation factors can be allocated as follows:

1. The need to work in a successful and well-known company. Here the main role is played by prestige or "brand enterprise", when his employees are proud of the fact that they are actively involved in the life of the organization.

2. Fascinating and interesting work. The optimal option when hobbies and work are synonyms. If the employee's work activity allows it to self-realize and brings pleasure, then the work of the individual will be successful and efficient. The status of an employee, the possibility of its development and acquisition of new knowledge, its participation in the planning of the tasks of the enterprise is played here by the last role.

3. Material stimulation. All types of premiums, bonuses and, actually, the salary are components of this factor.

It is impossible to change the attitude of people to work in the legislative procedure, as it is a long evolutionary process, but it can be accelerated if it soberly assess the specific situation and take into account the reasons for it.

The leaders are always aware that it is necessary to encourage people to work on the organization, but at the same time they believe that this is quite simple material remuneration. In some cases, such a policy is successful, although essentially it is not true.

People who workers in modern organizations are usually much more educated and provided than in the past, so the motives for their work activity are more complex and difficult to influence. There is no single recipe for developing a mechanism for the effective motivation of workers to work. Motivation efficiency, as well as other problems in management activities, is always associated with a specific situation.

1.3 Factors of Labor Motivation Medical Sisters in the LPU and the main directions of its increase

Personnel motivation is the key to the personnel policy of any enterprise. But not all tools that allow highly efficient to manage the behavior of employees of commercial companies are also effective in managing medical personnel.

In the health care system, nursing staff is the most significant part of labor resources. Such negative factors such as the insufficient prestige of the profession, relatively low wages, complex working conditions, make it difficult to have a special impact on the professional activities of nurses. In this regard, the clear motivation of medical sisters in the changing structure of medical institutions is extremely important.

The concept of labor motivation in an economic sense appeared relatively recently. Previously, the concept of motivation was replaced by the concept of stimulation and was used mainly in pedagogy, sociology, psychology. Such a limited understanding of the motivational process led to an orientation to obtain a momentum result. This did not cause a significant interest of nursing personnel in its own development, which is the most important reserve for improving labor efficiency. Labor ceased to be for many people the meaning of life and turned into a means of survival. And in such conditions it is impossible to talk about the formation of a strong labor motivation, the effectiveness of labor, improve the skills of employees and the development of the initiative.

Health care is considered sufficient simple material remuneration as the main motivational factor. Sometimes this policy is successful. And since the motive is a conscious urge to achieve a certain purpose, understood by a person, as a personal need, need, then the structure of the motive includes, except for the needs of the action to achieve them, and the costs associated with these actions.

Motivation is represented by motivation and stimulation. If motivation is the process of impact on a person in order to encourage him to certain actions by waking up certain motives in it, the stimulation is to use these motives.

With the development of health care, the attention of the motivational management function is increasingly given when motivation is preferred above administrative and strict control. Moreover, the most common group of motivating factors becomes not "whip and gingerbread" and not fear and disciplinary responsibility, but a group of factors, including confidence, authority, remuneration. Large importance are guaranteed employment, working conditions.

Five levels in the labor motivation system of nursing staff of medical institutions can be presented in the form of a kind of pyramid, at the base of which there is such a component of motivation as guidelines, the remaining components of motivation may have the following position in the levels of the pyramid (see Fig. 2).

Fig.2. Medical Sisters Labor Motivation System

The motives of medical personnel and his actions to achieve certain goals are focused on the values \u200b\u200bthat are distributed through priorities. At the same time, research is often referred to a baller valuation.

On the example of one of the medical institutions of Novosibirsk in 2012, studies of the distribution of values \u200b\u200bon priorities of nurses were conducted (researchers A.I. Kochetov and E.I. Loginova). As a result of the survey, the first place medical sisters put forward wages, medical care and satisfaction with the work performed. On the second and third place - respect for colleagues, good relations with them, as well as encouragement from the administration. No less important for nursing staff is the possibility of self-realization, social package and recognition in the organization. 23% of respondents indicated the possibility of self-realization in the profession. This indicator is explained by the fact that the functions of the nursing staff are more limited compared to doctors. Work is perceived as monotonous. The sisters perform it often mechanically, not adhering to the essence of new tasks. Professionalism is growing in a narrow specialization and interest in self-education is reduced. It should be emphasized that the question of further cooperation with the organization of 7% of the nursing staff of the medical institution was discontent with the current state of affairs and 22% left the answer to this question. Thus, a survey of nurses has shown that about 30% of personnel disagree to continue work under the same conditions. This suggests that to save personnel, changes are needed both in the wage system and in the management structure of nursing staff.

In order to identify preferred types of stimulation of the work of nursing staff, these same researchers (A.I. Kochetov and E.I. Loginova) was conducted by the survey of nurses of one of the clinical and diagnostic centers of Novosibirsk. The results of the study showed that 77.5% of respondents preferred material encouragement. Among the non-monetary material incentives, medical sisters preferred to provide preferential vouchers for rest and treatment (71.5%); improvement of working conditions, ergonomics of the workplace (66.5%); introduction of flexible work schedule (62.5%); Providing benefits for payment of departmental housing and utilities (59%); Voluntary medical insurance personnel (44%); Organization of preferential nutrition (44%). Among the preferred forms of moral incentive, most respondents noted: attentive attitude to individual proposals aimed at improving a common cause (69%); Announcement of gratitude (59%); One-time provision of powers in solving individual production issues (22%).

After analyzing the data on preferred types of motivation, it can be concluded that each specific employee has the motivational system inherent only to him, which depends on the personal qualities of a person and life circumstances in which it is currently. It is necessary to strive for the orientation of motivation on the values \u200b\u200bthat are priority for a particular medical sister.

The prestige of the profession of a medical sister, as noted earlier, plays one of the essential roles in the structure of the labor motivation of nurses. The prestige of the profession is not so simple, and this is a common task not only to the health care system, but also the cultural condition of the entire society, hierarchy of social values. The labor motives and values \u200b\u200bof the Western sample introduced into the massive consciousness of Russians are not compliance with the model of attitude towards work, which was formed throughout the centuries-old history of Russia on the basis of internal prerequisites and economic development requirements. A decrease in the general cultural level of the population, part of which are medical sisters, leads to pre-reconciliation of needs, underdevelopment of the motivational sphere.

There is no wide propaganda of public importance profession of a medical sister at all levels. Insufficient attention in health facilities is given to the development and maintenance of the culture of the organization, in particular, promoting the mission of the institution, the formation of loyalty and commitment to the organization of personnel and others. Specific aspects of the formation of organizational culture.

Thus, it is possible to determine the main activities of health managers at various levels of management, aimed at maintaining and increasing the labor motivation of nurses (Table 2).

table 2

The main directions of improving the labor motivation of nurses

at the level of government	at local government	at the management level of the organization
1. Increase prestige and wide propaganda of public significance profession of the medical sister. Rendering the recognition of employees and veterans of the profession.
2. Setting a worthy level of remuneration of nurses.	2. Organization of seminars, conferences, competitions in urban, district, regional levels, exchange of experience between various medical institutions.	2. Development of the system of additional material incentives for employees, creating an opportunity for preferential medical care for workers and their families.
3. Equipment of medical institutions with modern equipment and the introduction of modern technologies.	3. Allocation of additional funds for the technical and technological equipment of medical institutions.	3. Development of organizational culture: popularization of the mission, the formation of loyalty and commitment to employees of the organization and other specialist aspects.
4. Popularization of high level of medium and higher nursing education.	4. Organization of targeted sets to the highest educational institutions of graduates of medical schools and colleges that have perfectly showed themselves during their studies.	4. Attention to personnel work: the creation of adaptation programs of young professionals, studying the labor motivation of personnel and the creation of motivational programs, etc.
5. Expansion of the hierarchical structure of health institutions, creating career opportunities and more differentiated remuneration of nurses.	5. Attracting schoolchildren and students of medical schools and colleges to research work and popularize medical knowledge, establishing registered scholarships.	5. Prevention of professional stress and professional burnout syndrome: the introduction of the position of the psychologist, training personnel to the skills of anti-stress behavior, conducting social and psychological trainings.
6. Development of standards of load and standards for medical care. Introduction to the staff of the post manager of the personnel and psychologist.		6. Creating comfortable conditions at work. Monitoring compliance safety. Implementation health-saving technologies.
7. Introduction to the advanced training programs for medium medical professionals of mandatory socio-psychological training (at least 24 hours).	7. Wide attraction of highly qualified medical personnel in teaching activities at the preparations of advanced training of medium health workers.	7. Development of the nursing process as the main model for the provision of nursing care.

The part of the measures given in the table is successfully implemented in the field of domestic healthcare at present, the other part - requires its detailed consideration and application.

1.4 Measurement Methods and Satisfaction Satisfaction Indicators

In recent years, increased attention to assessing customer satisfaction. Interest in this problem is associated with the formation of a client-oriented approach and the creation of a quality management system that is an indispensable attribute to increasing the competitiveness of the medical institution.

At the same time, attention is not paid to assessing staff satisfaction. Meanwhile, the relevance and importance of solving the indicated problem is due to a number of factors. Here is some of them .

Accounting in the framework of personnel management needs and expectations of their employees in recognizing their activities, satisfaction with work, as well as in their development, contributes to ensuring the most powerful motivation, and, consequently, to hold qualified employees and attracting new ones. High staff satisfaction allows the organization not only to reduce personnel fluidity, but also to resist the problem of labor deficit, which today is particularly acutely manifested in relation to highly qualified specialists providing key areas of LPU activities. Satisfaction of the organization's employees largely determines the degree of satisfaction of its customers.

Thus, in order to improve the organization's policies in the field of personnel management, existing quality standards recommend that personnel satisfaction evaluate that will help to form a feedback system with employees.

What is the staff satisfaction with labor? Under staff satisfaction, labor should be understood as the fact of perception by the degree of compliance with the conditions provided by the Organization, content, wages (and other factors) needs and requests of employees, that is, what they consider important.

Table 1

Various forms of satisfaction with labor

Progressive satisfaction with difficulty:	Man feels satisfaction from work as a whole. Increasing the level of aspiration, man tries to achieve even more high level satisfaction. Therefore, "creative dissatisfaction" regarding some aspects of the working situation may be an integral part of this form.
Stable satisfaction with difficulty:	A person feels satisfaction from specific work, but motivated to maintain the level of aspiration and a pleasant state of satisfaction. An increase in the level of aspiration is concentrated on other areas of life due to insufficient incentives of work.
Satisfaction with work in humility (satisfaction with the work of a person who is humored):	A person feels unclear dissatisfaction from work and lowers the desire level to adapt to the negative aspects of the working situation at a lower level. Reducing the level of desire, it is able to achieve a positive state of satisfaction again.
Constructive dissatisfaction with difficulty:	A person feels unsatisfied work. When maintaining the level of aspiration, he tries to cope with the situation with the help of attempting to solve problems based on the development of sufficient tolerance for frustration, annoyance. In addition, meaningful actions are available in the framework of targeted orientation and motivation aimed at changing the work situation.
Fixed dissatisfaction with difficulty:	A person feels unsatisfied work. Supporting the level of desire at a constant level, he does not try to cope with the situation attempts to solve problems. Tolerance to frustration leads to the fact that the protection mechanisms necessary for the application effort to solve the problem seem to be outside the limits of any possibility. Therefore, the individual is stuck on its problems, and the pathological development of events is not excluded.
Pseudo-imitation work:	A person feels unsatisfied work. In a collision with unsolvable problems or annoying conditions at work and, when maintaining the desire at one level, for example, due to motivation to a certain type of achievements or due to rigid social standards, a distorted perception or negative working situation may result in pseudo-detention.

According to this model, the development of satisfaction with labor is a three-stage process. Depending on the combination between expectations, needs and motifs, on the one hand, and the working situation - on the other, a person forms some degree of satisfaction or dissatisfaction with its / his work. In addition, depending on the subsequent changes in the levels of aspirations and on the subsequent problem-oriented behavior (aimed at solving the problem), six forms of satisfaction or dissatisfaction with labor can develop.

In case of uncertain dissatisfaction in the first step, i.e., if there are differences between the actual values \u200b\u200bof the working situation and nominal (own) human values, this model offers two different results depending on the level of the strength of the desire, which corresponds to the second step: decrease in the desire or Maintaining the level of aspiration. Reducing the level of aspiration should lead to what is called satisfaction with labor "in humility, humility". This form of satisfaction with labor is confirmed by the results of qualitative interviews, in the course of which very many people adapted to labor situations or by reducing their level of motivation to work and aspirations, or by moving their motivation and desires to emerge activity. It can be argued that the high proportion of satisfied employees participating in such studies is caused by a more or less large proportion of those of those who passively dismissed their aspirations far beyond the work situation. Therefore, according to this model, satisfaction in humility is only one of the three forms of satisfaction with difficulty, and it is necessary to distinguish from them.

Maintaining the aspirations at the same level in the event of uncertain dissatisfaction from their work may end three forms, of which the most important pseudo- (or false) satisfaction is difficult. Earlier, when conducting research, it was ignored, because the authors doubted the opportunity to discover justifications. This model assumes that two other forms, fixed and constructive dissatisfaction with labor, are closely related to the mastery of other options, with the mastery of resources and with the problem-oriented human behavior. All these models are relevant in this case variables, "working" at the third stage of development of various forms of satisfaction with difficulty. And fixed, and constructive dissatisfaction with labor, it seems essentially dependent on such well-known features of the organization as control or social support at work, in one connection, and on what is briefly called the ability to master resources - the ability to use this parameter - in another. Constructive dissatisfaction is obviously a supplement to satisfaction with labor in humility.

The model of various forms of satisfaction with labor indicates a lack of simply quantitative presentation, even if this representation is quite difficult and includes several aspects, such as colleagues for work, working conditions, labor content, promotion, and so on. Therefore, satisfaction with the difficulty we usually think and which we traditionally measure should be differentiated. Presented in the forms of stable, progressive and humble satisfaction with labor, on the one hand, and fixed and constructive dissatisfaction - on the other, satisfaction with labor (dissatisfaction) simply cannot be regarded and used as a product; Rather, it should be considered as a process-oriented result of human and work interaction, largely dependent on control mechanisms regulating this interaction.

To date, research using a model of various forms of satisfaction with difficulty led to three important results.

First, the form of satisfaction with labor can be, according to this model, reasonably differentiated; While the ratio between forms in various samples may vary, several forms (for example, satisfied in humility, constructively unsatisfied) constantly arise in research (BUSSING, 1992; BUSSING ET AL, 1997).

Secondly, the form of satisfaction is difficult to depend more from situational factors, for example, the degree of control by the employee of its workplace than from the disposition of factors.

Thirdly, the form of satisfaction with labor does not function, like psychological types, i.e. they are unstable over a long period of time. Although this model is considered progressive among other models, a little is known about the prerequisites and the consequences associated with various forms of satisfaction with labor. In addition, there is still a deep study that compares this model with other common concepts of satisfaction with difficulty.

The impossibility of meeting the urgent needs of employees through labor activity leads to an increase in the importance of additional methods of "earnings", including the search for other sources of employment, theft, corruption and other negative trends.

Satisfaction with labor depends on a number of factors involving labor, sanitary and hygienic conditions, prestige of the profession, employment stability, etc. It should be noted that these factors are considered in the works of domestic and foreign scientists (theorists and practitioners) within the framework of the main theories of motivation to which The theory of two factors F. Herzberg, the theory of human relations E. Mayo and Rotlizberger, model of the motivation of Loweler-Porter and others. Soviet sociologists were engaged in the problem of the relationship of workers to work. At the same time, some researchers note the presence of direct or indirect staff satisfaction with its loyalty (dedication) of the organization, as well as with the effectiveness of his labor. The presence of these relationships allows you to identify an assessment of satisfaction.

Evaluation of staff satisfaction with labor contributes to the management of weighted, reasonable decisions, for which it is necessary to possess reliable, timely, full information on the status of labor resources in the organization.

To evaluate, a complex of medical and social research methods can be used: sociological (surveying), social-generic (data from reporting documents), expert assessment method. Sources of information on the views of workers may be group (for example, a survey of a separate personnel category) and individual interviews, questionnaires, etc.

Also identify the structure of motivation and allocate current satisfaction factors or dissatisfaction with the work of the Herzberg test.

The reasons for dissatisfaction identified by the assessment can be eliminated with the help of available controls of the control effects (for example, the direction for training, bonuses, rotation, etc.).

Summing up, we note that in order to increase the level of staff satisfaction (and, thus, achieving significant advantages of the Company to competitors) through the implementation of the organization's satisfaction assessment system, the following main steps should be taken.

Step 1. Estimate the current level of staff satisfaction (as a whole, by key employees, etc.).

The survey of personnel will allow to determine the level of its current satisfaction with the work and allocate the most problematic zones, as well as ruptures (discrepancies) between the current and desired state.

The necessary components of the organization of the survey are the development of the questionnaire, choosing a method for processing and analyzing the information obtained, and so on.

The estimate can be carried out both independently, with the involvement, for example, personnel service, and through third-party organizations professionally engaged in similar studies.

Both evaluation methods have their advantages and disadvantages. Assessment of personnel satisfaction with the work of the organization itself is definitely cheaper at cost. At the same time, in this case, there is a risk of obtaining distorted, unreliable information due to the fact that employees conducted examination are deeply included in the production relationship and are subject to interest in the assessment results.

A third-party organization, not interested in the results of the assessment, will be able to conduct an independent survey. The implementation of this option will require certain financial costs, perhaps somewhat exceeding the amount of funds for conducting a survey "on their own". However, possessing the experience of providing such a service, the external organization will be able to implement it more quickly and efficiently. Thus, at this stage, the attraction of an external organization for conducting a survey looks more preferable.

Step 2. Organization of a regular monitoring system of personnel satisfaction and the use of information for adopting informed management decisions in personnel management.

Conducting surveys of staff satisfaction with a certain regularity will help at an early stage to prevent the occurrence of possible problems. Thus, this will allow the organization to keep key employees. Costs for surveys pay off by significant cash savings and time on the selection, training and adaptation of new employees.

At this stage, the main emphasis in work is advisable to postpone the staff of the organization itself, paying for outsourcing only some functions or business processes (for example, assistance in organizing the system, design the distribution of functions between structural units, preparation of projects of necessary regulations, methodological and information support ).

Step 3. Improving the regular monitoring system (use of opportunities to improve personnel management activities)

Taking into account the changes occurring in the external environment and in the organization itself, it is necessary to improve the assessment methodology (for example, changing the questionnaire of the survey, sample, etc.), methods of analyzing information, etc. This will allow you to bring the toolkit of satisfaction assessment to meet relevant requirements. Organizations for more accurate results.

It seems that the main activities of this stage should be entrusted with a third-party organization that will be able to professionally conduct an audit of the existing personnel satisfaction assessment system and develop the necessary recommendations for its improvement.

Finishing the first theoretical chapter of the course work, you can draw the following conclusion.

Bibliography

1. Alekseeva OD, Soloviev A.V. The role of the head of the nursing service in the creation of a "motivational" environment of the institution // Medical sister. - 2008. - № 4

2. Antipova I.N., Shlykov I.N., Matveeva E.V. Managing the Motivation of Labor Works Medical Sisters LPU // Main Medical Sister. - 2010. - № 6.

3. Bochkarev A.A. Labor motivation as the problem of social philosophy [Electronic resource]: Dis ... Cand. Film. Scouris: 09.00.11. - M.: RGB, 2005

4. Butenko T.V. Mental burnout and labor motivation of medium medical personnel [Text] // Young scientist. 2010. № 11. - P. 157 - 161.

5. Butenko T.V. Labor motivation of nurses: problems and prospects for solutions [Text] / T. V. Buchenko // Psychological Sciences: Theory and Practice: Materials International. in Scientific conf. (Moscow, February 2012). - M.: Buki Vedi, 2012. - P. 72-75

6. Venin V.R. Practical staff management: personnel work allowance / V. R. Vesnin. - M.: Phone, 2007. - 495 with

...

Similar documents

Features of the work of medical sisters of burn branches, their place and role in the health care system. Medical and demographic and qualification characteristics of the composition of nurses and patients. Evaluation and methods of improving staff activities.

thesis, added 11/25/2011


International Council of Medical Sisters as a coordinating authority in the field of international nursing. Programs aimed at improving the welfare of medical personnel. The establishment of a professional holiday - the International Nurse Day.

abstract, added 07.10.2016


The study of the preventive activities of the medical sisters of an outpatient polyclinic and stationary level. Analysis of the role of nursing staff in conducting sanitary education of the population. Owning competencies. Principle of work of the medical sister.

presentation, added 22.10.2014


Studying a psychological aspect in the work of nurses. The main factors of the nursing process, the significance of the right approach to the patient, his family and relatives. Psychological peculiarities of the implementation of nursing manipulations and attitude towards the patient.

examination, added 08.03.2012


Acquaintance with the philosophy of the nursing case. Consideration of the main responsibilities of person and society service specialists. The concept of ethics and the deontology of this profession. Ethical principles, bioethics staff. Study of types of nurses.

presentation, added 12/20/2014


Public policy in the field of Russian health. The main directions of the work of the Association of Medical Sisters of Russia. The moral feature of the work of a medical institution. Communication of regional offices and national office of the Association.

examination, added 01.12.2009


Adverse labor factors of various groups of medical workers. Conditions and features of labor hygiene individual specialties. Hygienic assessment of medical workers using ultrasound equipment. The degree of gravity and tension of labor.

presentation, added 11/23/2014


The working conditions of medical workers, adverse factors. Features of labor hygiene individual specialties. Evaluation of the labor of medical workers using ultrasound equipment, the degree of its gravity and tension, dangerous impact.

presentation, Added 03/03/2015


Objectives and objectives The formation of pedagogical and psychological skills and skills in nursing business. Work on the formation of skills and skills of professional interaction of nurses. Development methodical recommendations on this problem.

thesis, added 06/27/2015


Philosophy of nursing business. Nursing ethics and deontology. Ethical principles of nursing business, the concept of bioethics. Types of nurses, the main qualities of the medical worker. Moral and philosophical approach to the development of medical science.

1, 2 Levina V.A. 12 Kuznetsova E.V. 12 Luncova O.A. 12

1 NGO VPO "Saratov branch of the Samara Medical Institute" Reabiis "

2 GOU SPO "Engels Medical College", Engels

As a result of theoretical and practical research on the analysis of various theories for the study of motivation, it can be concluded that the motivational sphere of a person is very complex and heterogeneous. With the knowledge of motivational factors, highly appreciated by employees, the leaders of nursing teams can consider and build a system of encouragement and stimulation that meets the requirements of efficiency. As can be seen from the study, even if there are satisfaction of employees, working conditions can be distinguished by a number of moments based on a qualitative analysis of individual questionnaires that will allow the manager to improve the efficiency of its management. So, the scope of application of knowledge on motivation is very extensive. And the result from the practical application of these knowledge is really huge in various areas of activity, including in health care.

nurse

motivation

1. Alekseeva OD, Soloviev A.V. The role of the head of the nursing service in the creation of a "motivational" environment of the institution // Medical sister. - 2008. - № 4.

2. Antipova I.N., Shlykov I.N., Matveeva E.V. Managing the Motivation of Labor Works Medical Sisters LPU // Main Medical Sister. - 2010. - № 6.

3. Aseev V.G. Motivation of behavior and personality formation. - M., 1976.

4. Bodaliev A.A. Motivation and personality. Collection of scientific papers. - M.: Publishing House of APN of the USSR, 1982.

5. Vilyunas V.K. Psychological mechanisms of human motivation. - M., 1990.

6. Double S.I. Management in nursing business. - Rostov N / D: Phoenix, 2006.

7. Desser G. Personnel Management. - M., 1997.

8. Zagodnoy G.A., Pavlov Yu.I. Characteristics of satisfaction with work and production motivation of nurses // Main medical sister. - 2008. - № 3.

Motivation is a complex psychological phenomenon that causes many disputes in the environment of psychologists who adhere to various psychological concepts. One of the easiest and most common motivation definitions: the motive is the internal value of the activities performed. In the most approximate understanding, such a definition reflects the inner state of a person, however, it should be noted that the forces that encourage the action are outside and inside a person and make it consciously or unconsciously make some actions. At the same time, the relationship between the individual forces and actions of the person is mediated by a very complex system of interactions, as a result of which various people can respond completely differently to the same effect on the part of the same forces.

Based on this, it can be assumed that the process of human motivation is subject to both internal and external determination. Hence the concept of motivation. Motivation is the process of exposure to a person in order to encourage him to certain actions by waking up certain motives in it.

The purpose of the work: to determine the practical application of psychological knowledge of motivation in the management of sister personnel in the LPU.

In order to identify the factors of the Motivation of Medical Sisters of the Urological Department, we have a survey of nurses of the department. 20 respondents took part in the survey. When survey, the Martina-Richie test "Motivational Profile" was used, aimed at identifying the needs and aspirations of each employee, and thus, to obtain some idea of \u200b\u200bits motivational factors. As such, the authors identified 12 needs.

In high wages and material remuneration.

In good conditions of work and a comfortable environment.

In a clear structuring of the work, the availability of feedback and information allowing to judge the results of its work; The need to reduce uncertainty and establish rules and directives.

In social contacts; In the formation and maintenance of long-term stable relationships with a small number of colleagues, it matters the degree of proximity of relationships, confidence.

The need is greater than free time.

In the conquest of recognition from others in the fact that others appreciated the merits, the achievements and successes of the individual.

In the formulation of the complex goals and their achievements.

In the influence and power, the desire to lead others; persistent desire for competition and influence.

In diversity, change and stimulation; In the desire to avoid routine.

In creativity; The desire to be analyzing, thinking worker, open for new ideas.

In improvement, growth and development as a person.

In sense of demand, in interesting workfilled with meaning and value with a public utility element.

The test is based on a comparison of the importance of a number of motivational factors that are important from the point of view of manual management. Local research in the organization allows us to conclude that the predominance of certain motivating factors and thus creates a picture of the motivational environment.

Our data obtained allows you to characterize the motivational environment as follows: High and stable earnings are also important for employees, the ability to work in good terms, the need to recognize the management and colleagues of their merit, achievements and success (Fig. 1). Among the factors whose stimulation will be considered ineffective, employees are noted by the needs for socially useful work, in maintaining and forming long-term relationships with a small circle of colleagues, as well as the need for power, in a clear structuring of work, manifestation of a creative non-standard approach (Fig. 2).

Fig. 1. Motivational factors highly appreciated by employees

Having similar data, the eldest medical sister can consider and build a system of encouragement and stimulation that meets the requirements of efficiency. The presence of insominizing factors may indicate either sufficient satisfaction in this regard, or the absence of interest in this factor. The satisfaction of the dominant needs will help improve the efficiency and quality of work.

Based on the above, in the urological department, high potential for the intensification of the work of medical sisters. These are payments in a stimulating nature due to the established allowances for the efficiency of work, taking into account the quality criteria.

For our study, we used the test "Satisfaction with the work." This is a standard test used in the study of factors affecting motivation and allowing to identify the parameters that meet or dissatisfy employees of the organization's working conditions, the organization of management and relations in the working team.

Fig. 2. Unscommunicating motivational factors

This test contains 14 statements, each statement can be estimated from 1 to 5 points. When evaluating satisfaction with the work of the labor collective, the average values \u200b\u200bof indicators are used. In this case, the evaluation of the results is made on the following scale:

15-20 points are quite satisfied with the work

21-32 points are satisfied

33-44 points are not quite satisfied

45-60 points are not satisfied

over 60 points are extremely not satisfied

The questionnaire was proposed as follows:

Make your choice for each of these statements, noting the corresponding digit.

1 - quite satisfied;

2 - satisfied;

3 - not quite satisfied;

4 - not satisfied;

5 - extremely not satisfied.

	Statement
	Your satisfaction with the enterprise where you work
	Your satisfaction physical conditions (heat, cold, noise, etc.)
	Your satisfaction is the work
	Your satisfaction with the coherence of actions of workers
	Your satisfaction with the style of your boss
	Your satisfaction with the professional competence of your chief
	Your salary satisfaction in the sense of conformity with your labor costs
	Your salary satisfaction in comparison with how much the same work is paid in other enterprises
	Your satisfaction is service (professional) Promotion
	Your satisfaction with your promotion features
	Your satisfaction with how at your work you can use your experience and ability
	Your satisfaction with the requirements of the person's intellect
	Your satisfaction is the duration of the working day
	To what extent your job satisfaction would affect your decision if you were looking for work at present

In testing, 11 nurses took part. It should be noted that 7 nurses at the time of the survey were absent (vacation, hospital sheets, etc.) and one person refused to take part in the survey, explaining his refusal by the fact that nothing would change from his answers. The structure of the receiving office includes an injury. Medical sisters of the training package spectacled along with medical sisters of the receiving office. Therefore, the test result can be attributed to the entire structural unit. But immediately, I also wanted to note the fact that the medical sisters that took part in the study were seriously reacted to the proposed task. They carefully listened to the instructions, with enthusiasm and thoughtfulness began to fulfill the task. This can serve as an indicator of the significance of test results for them, as an opportunity to express their opinion on these issues. And for us it can serve as an indicator of the importance of this kind of research.

During the study, we obtained the following result: The average value obtained as a result of dividing the sum of the results for each individual questionnaire to the number of survey participants is 24.5 points that the test scale corresponds to the indicator "satisfied". Thus, in general, the team is satisfied with the conditions and characteristics of work at this enterprise and specifically in the receiving department (Fig. 3).

But we were able to see the full picture, only having a qualitative analysis of the results obtained. It should be noted that against the background of the overall satisfaction with the work as a whole, there is a differentiation of results for individual questionnaires.

So, one person is fully satisfied with all the parameters of labor activity, that is, every proposed statement, he estimated at 1 point - "quite satisfied"; Four more people appreciated each statement either in 1 point, or in 2 points - "satisfied", that is, also satisfied with the conditions that the organization offers.

In the questionnaires of the remaining participants in the study, a negative assessment of working conditions appears.

For three employees, this dissatisfaction is manifested only once, that is, they evaluate any parameter of 3 points - "not quite satisfied." Moreover, these parameters are not related to these survey participants. So, one of them does not suit the duration of the working day in the enterprise, the other is the salary, compared with other organizations, and the third does not quite satisfy the requirements of the person's intellect. But in general, by the amount of points (24.25 and 26), obtained as a result of the processing of questionnaires of these employees, they refer to the category of employees satisfied with the work, that is, we can combine them into the previous group.

Thus, there are three more questionnaires in our field of view. Immediately make a reservation that two of them have total points (27 and 31), corresponding on the key scale "satisfied", but since many statements are appreciated, as not quite satisfactory, consider them in more detail along with the questionnaire, the result of which The amount of points (34) corresponds to the indicator "not quite satisfied".

The first of the staff (27 points) does not quite satisfy the coherence of actions of workers and those parameters that characterize the possibility of using their potential and the possibility of promotion. The second and third employees (31 and 34 points) are also not satisfied with the promotion and capabilities of their promotion, and one of them is not quite satisfied with the duration of the working day and is not satisfied. wages Compared to other organizations, the other is not satisfied with the work at all.

Thus, it can be concluded that along with medical sisters who are satisfied with the work, there are employees who are not quite satisfied with some parameters of labor, although in general are satisfied with the work, as well as one employee is not quite satisfied with the work as a whole and is not satisfied with some parameters. Moreover, it is interesting to note that all they do not satisfy them, in general, the possibility of promoting the service. Although two of them prevailing dissatisfaction with the substantive side of the work (satisfaction with the work, the use of their experience and abilities), then in one employee, against the background of the same dissatisfaction of official promotion, external motivating factors are clearly dominated (the duration of the working day, wages).

So, it can be concluded that even with the overall satisfaction with the work of the entire team, based on the qualitative analysis of the results of the survey, it is possible to see a number of features of the motivation of individual employees and with the help of properly selected management techniques to increase the efficiency of each employee in order to optimize the work of the entire LPU. So, in our case, for two employees, the most motivating principle will have the opportunities for the realization of their potential, recognizing their labor deposit and praise for the responsible work, as well as the opportunity to see the prospect of development, promotion in the future (should not be understood as an immediate increase, But the formulation of their candidacy on the list of reserve will serve as a powerful impetus in work, while not obliging the administration to anything). Unlike the previous example, an external incentive will serve for an employee focused on external incentives, the external incentives (premiums, benefits, otgul, etc.) will serve as a strong motivational factor.

Fig. 3. Satisfaction with the work of nurses of the reception office

Personnel motivation is an important component in personnel management, as well as a direct way to improve the quality of nursing assistance when skillfully using the knowledge of the motivation structure and apply them in practice.

The art of management is to clearly present the needs of a person and create the necessary conditions for their satisfaction.

Conclusion

As a result of our theoretical and practical studies on the basis of the analysis of various theories for the study of motivation, it can be concluded that the motivational sphere of a person is very complex and inhomogeneous.

In modern psychology, there are currently many different theories, the approaches of which to study the problem of motivation are so different that sometimes they can be called diametrically opposite.

When studying various motivation theories, when determining the mechanism and structure of the motivation sphere, we concluded that the person's motivation is a complex system that is based on both biological and social elements, therefore, and to the extension of the person's motivation, it is necessary to approach, given This circumstance.

It is also important to note the significance of knowledge of motivation in the management activities of the organization's management interested in improving the productivity of their employees, their full return at the enterprise. Understanding and use in practice of the motivation system of its employees will lead not only to the overall increase in the efficiency of the organization, but also to satisfaction with the work of the employees themselves, the improvement of the psychological climate. And, as a result, again, an increase in the performance of the organization itself. The competent leader should clearly know that not all employees are motivated the same. Therefore, he must accurately recognize current motives for each of its employees and try to satisfy the needs of everyone.

With the knowledge of motivational factors, highly appreciated by employees, the leaders of nursing teams can consider and build a system of encouragement and stimulation that meets the requirements of efficiency.

As can be seen from the study by us, even if there are satisfaction of employees, working conditions can be distinguished by a number of moments based on a qualitative analysis of individual questionnaires that will allow the manager to improve the efficiency of its management.

So, the scope of use of knowledge on motivation is very extensive, and the result from the practical application of these knowledge is really huge in various areas of activity, including health care.

Reviewers:

Andrianova E.A., D.Sotz.n., Professor, Head. Department of Philosophy, humanitarian Sciences and psychology GOU VPO "Saratov State Medical University named after V.I. Razumovsky Ministry of Health and Social Development of the Russian Federation ", Saratov;

Novocrechenova I.G., D.M., Associate Professor, Head. Department of Economics and Health Management and Pharmacy GOU VPO "Saratov State Medical University named after V.I. Razumovsky Ministry of Health and Social Development of the Russian Federation ", Saratov.

The work went on the edit on 02.02.2012.

Bibliographic reference

Maslyakov V.V., Maslyakov V.V., Levina V.A., Levina V.A., Kuznetsova E.V., Kuznetsova E.V., Luncova O.A., Luncova O.A. Motivation in Medical Sisters // Fundamental Studies. - 2012. - № 3-2. - p. 352-357;
URL: http://fundamental-research.ru/ru/article/view?id\u003d29607 (Date of handling: 02/01/2020). We bring to your attention the magazines publishing in the publishing house "Academy of Natural Science"