Analytical review of health policies in development plans in IRI

Long term development plans are tools to draw future outlooks. This paper seeks to examine the health sector within the context of the laws adopted for the development plans after the victory of Islamic Revolution. In this study, a qualitative method was performed using the coordinated methods and analytical technique. In this method, five development plans, adopted in the Islamic Republic of Iran has been studied. All five development plans ratified and adopted after the victory of the Islamic Revolution on health sector were bold with existing related laws and rules. In the first and second development plans, laws on expansion of the health care network and population control exist. In the third development plan, the law deals with the handling over the responsibility of the health care service. In the fourth and fifth plans, the law insists on the reduction of payments out of the pockets of the patients while enhancing efficiency. A glance at the related-health care materials in five development plans show that the program was initially adopted to deal with the physical development of the health care centers in public sectors. At the beginning of third development plan, the facilities over of the health care services was taken into consideration while regarding the distributive equity. In the fourth and fifth plans the concepts, such as health care equity or justice were introduced and the outlook from physical development was shifted to justice and financial equity in health care service

Proposed model for integrating health and social welfare system in Iran [a comparative study]

This study was performed to recognize the structure, covering criteria and basic duties of the ministry of welfare and social security in Iran and some selected countries and to choose an appropriate structure for Iran. This study is a comparative- explorative study and performed to draw a model for Iran health and welfare system according to health, medicare, welfare and social security system in the selective country on the basis of structural concentration. The results of this study showed some differences and some similarities in the structure of welfare and social security in target communities. Similarities: in most countries the basics of duties for reaching goals were the same. The structure was simple, brief and the planning was centralized and the performance was non-centralized. The whole structure of ministry of welfare and social security management was non-centralized. Differences: there were two different methods for analysis of welfare and social security; coverage method and occupational method. In most countries there was a strong bond between the health and treatment, and welfare and social security organizations. Changing the structure of the Ministry of Health, and Ministry of Welfare and Social Security; and combining these two Ministries into the Ministry of Health and Social Security can lead to more coordination in strategic planning; reduction in tasks overlap, redoing, treatment costs and social damages; and appropriate allocation of resources and increasing social welfare

[ relationship between job satisfaction and Hertzberg's motivative-hygienic factors in staffs of Yasouj hospitals]

Efficacy and success of each organization depends on its employee's efforts as well as their job satisfaction. Our study was conducted to determine the relationship between job satisfaction and Hertzberg's motivative-hygienic factors in staff of Yasouj hospitals. In this descriptive cross-sectional study, 100 staff of Yasouj hospitals were selected randomly and participated in the research. The data were collected via a self-report standardized questionnaire. All variables were assessed using a 5-point scale [1-5]. Among the hygienic factors, physical environment and job security were the most important factors. Among the motivative factors, perception of success in labor and myrtle concern in labor was the most important factors. Motivative factors were more efficient than hygienic factors for job motivation. Most of staff believed that welfare opportunities, inequity, incompetence, are the most negative important factors in work promotion. There was a significant relationship between age, salary situation and hygienic factors. However, there were no significant differences in regard of gender, marriage, employment status, academic achievement and motivative-hygienic factors. Planning to provide "suitable salary", "job security", "policy", "work condition", "job responsibility", "interest in the job" and "recognition" can be impressive in employee performance improvement