RESUMO
University programs must work to keep curricula sufficiently dynamic to assure knowledge content remains relevant, appropriate skills are developed, and standards of academic rigor are maintained. This paper describes a curriculum analysis for a healthcare management program conducted in 1997 and the subsequent steps taken to enhance the program through more formalized links with healthcare organizations. In describing the curriculum analysis, a special emphasis is placed on data compiled in 1996 from a small exploratory study conducted to identify which content areas, skills, and experiences healthcare employers in the state of Maryland noted to be most important for a new hire from an undergraduate program. The program was recently granted Full Certified Undergraduate membership in the Association of University Programs in Health Administration (AUPHA). The paper concludes with a discussion of the changes to the curriculum implemented since 1997 and the process initiated to continually assess the quality of the revised program.
Assuntos
Educação Baseada em Competências/normas , Currículo/normas , Administração Hospitalar/educação , Modelos Educacionais , Competência Profissional/normas , Certificação , Coleta de Dados , Emprego , Previsões , Humanos , Internato não Médico , Maryland , Desenvolvimento de Programas , UniversidadesRESUMO
Interpersonal conflict, often spiraling to violence and abuse, is one of the most daunting challenges facing nursing home administrators and their departmental heads. Mounting evidence documents how they spend an inordinate amount of time dealing with angry families, adversarial ombudsmen, regulators, and other hostile parties as well as handling the aftermath of the ubiquitous conflict between the residents and their direct caregivers. All this is in addition to coping with the normal interdepartmental and line staff forms of conflict that typify any organization. This paper details the special dynamics that accelerate dysfunctional conflict in nursing homes and presents strategies, tactics, and style recommendations that will help nursing home leaders build more collaborative work cultures to minimize the effects of dysfunctional conflict.
Assuntos
Conflito Psicológico , Comportamento Cooperativo , Casas de Saúde/organização & administração , Saúde Ocupacional , Violência/prevenção & controle , Humanos , Relações Interpessoais , Estados Unidos , Local de TrabalhoRESUMO
Interpersonal conflict, often spiraling to violence and abuse, is one of the most daunting challenges facing nursing home administrators and their departmental heads. Mounting evidence documents how they spend an inordinate amount of time dealing with angry families, adversarial ombudsmen, regulators, and other hostile parties as well as handling the aftermath of the ubiquitous conflict between the residents and their direct caregivers. All this is in addition to coping with the normal interdepartmental and line staff forms of conflict that typify any organization. This paper details the special dynamics that accelerate dysfunctional conflict in nursing homes and presents strategies, tactics, and style recommendations that will help nursing home leaders build more collaborative work cultures to minimize the effects of dysfunctional conflict.
