Introduction
Healthcare is a particular sphere of activity to ensure the right of citizens to health protection, which is the nation’s property, and in this regard, remains a priority in the state’s political, economic, and social life. The modern system of public health services is oriented toward introducing market mechanisms of management and management. It rationalizes using available financial, material and technical resources, personnel, and information. Optimizing human resources is the way to increase the effectiveness of the branch. However, the focus on the person is the most outstanding value, which is vital for both the clients of health workers and employees.
Artwork Reflection
The work presented above demonstrates the role of the patient in the health care system. According to my beliefs, the successful functioning and competitiveness of a medical organization depend, above all, on the interest of employees in an active, practical activity. Medical personnel is the foremost value and significant part of the internal resources of medical and preventive institutions. This category of employees ensures the effectiveness of medical institutions, which today are clearly focused on improving the quality and efficiency of medical care.
It determines the necessity to create conditions that will ensure employees’ motivation to highly productive work, cohesion, and loyalty, which is possible only with the formation of a person-centred corporate culture (Bamberg & Verkuyten, 2022). It is important to note that personal practices and the involvement and interest of medical staff in the treatment process provide higher productivity. Above all, it ensures a better approach to patients and prosperity for mainstream healthcare providers (Picture 1). The person-centered approach means taking into account the interests of patients and physicians and understanding the individual as the highest value. However, the actual situation in the workplace does not always correspond to the values mentioned above.
Practices Evaluation
It is worth noting the positive aspects of corporate culture, which both patients and employees note. First of all, such factors include the prevalence of clan values. Typical characteristics of the clan type are teamwork, employee involvement programs, and corporate commitment to employees (Bamberg & Verkuyten, 2022). The organization sticks together through loyalty and tradition and attaches importance to a high degree of team cohesion and a moral climate. The next factor is the existence of patient-centered staff standards that can be used wherever care is provided. The standard is developed to combine it with existing best practices from crucial healthcare regulators worldwide. It facilitates the work and understanding of shaping the approach to the patient. The standards set high norms and assume an individualized approach to each patient, making them the most significant value.
However, conclusions were made about negative factors based on the analysis of the questionnaire results. The leading factor of the existing disadvantage is the strict regulation and formalization of the doctor’s work, 22.8% of the answers. Other significant factors included the lack of personal funds for implementing the need for training the feeling of fatigue associated with the lack of time for further self-education and professional development. Undoubtedly, the lack of educational opportunities harms the results and efficiency of work. Human-oriented culture is only possible with education, which is why the lack of opportunities for personal growth is an essential parameter that must be improved (Bamberg & Verkuyten, 2022). From the generalized results of the observations, it is evident that low satisfaction with the work of medical workers is connected with unsolved fundamental problems of management of the labor process. The framework in which doctors are put affects the qualitative parameters of their work, complicates the interaction with patients, and limits the development of their potential (Freire et al., 2020). It puts the interaction participants in the system doctor-patient in unequal conditions and promotes a culture of confrontation rather than patient orientation.
Gap Identification, Analysis, and Addressing
Forming a patient-oriented culture requires taking into account the sequence of its development. It should start gradually, with the creation of symbolic figures and examples of leaders who embody the best values and norms of the organization. Then it is necessary to form new organizational values and norms, as well as signs expressing them. Moreover, career advancement programs that reward healthcare professionals for their education, skills, and leadership qualities also positively impact retention rates and patient outcomes (Freire et al., 2020). However, despite the importance of building information and educational channels, the principle of rewards and promoting the importance of education has yet to be maintained in practice. The need for improvement and its practical absence is a significant problem that must be addressed to improve the organization’s effectiveness.
Creating a workplace that actively provides appropriate production facilities and other work infrastructure, ensures physical and psychological well-being will naturally lead to improved patient satisfaction and more successful clinical outcomes. To improve patient outcomes and effectively monitor them, medical staff also need to see realistic ways to develop professionally, training opportunities, and the ability to give and receive feedback from colleagues and management (Freire et al., 2020). Creating a corporate culture that is responsive to the interests of employees and patients has an impact on the practice development. The consideration of their interests affects the person-oriented framework and its development.
The doctor’s work refers to activities carried out in interaction primarily with patients and their relatives (communicative work). It adds an element of complexity and assumes a specific type of personality, requiring from the doctor such qualities as responsiveness, observation, communicativeness, possession of the power of persuasion, and emotional stability. High emotional load, leading to progressive chronic fatigue, takes place in 40% of doctors and, with time, can turn into professional destruction of personality, which is expressed in a change of attitude towards work (loss of interest, formal performance of duties, insecurity, irritability, disappointment) (Freire et al., 2020). In some individuals, it appears in the sense of omnipotence concerning patients, distancing from colleagues, and negativism to the world around them. That is why the organization of a doctor’s work activity and the creation of optimal conditions for work and rest are significant factors that have a direct and immediate impact on the relationship in the “doctor-patient” system.
Development of the Idea
The transition to patient-centered health care challenges policymakers, health care administrators, providers, and patients to understand the factors contributing to patient engagement in care. Understanding how patients think about and define their health is essential to more effective patient engagement and supporting patients’ efforts to improve their health. An essential part of this process is educating healthcare providers and patients on the basics of collaboration and implementing a culture of collaboration. Therefore, the idea is to create a doctor-patient alliance based on training, which is the cornerstone of patient-centered care and a key element in reducing inequalities in health care. Learning is a critical element in building cultural competencies and a patient-centered culture. Interpersonal skills training can improve the patient-physician relationship by increasing the cultural understanding of both participants in communication. Thus, teaching these skills helps physicians treat patients with mindfulness and confidence.
Conclusion
Thus, only consideration of the interests of the physician and the patient can ensure the formation of a person-centered culture. However, doctors’ working conditions often determine the specifics of their attitudes toward patients. The inability to self-develop and insufficiently satisfying working conditions affect the adoption rate of person-centered approaches. This situation needs to be changed, and providing competent training can be the first step toward a larger goal.
References
Bamberg, K., & Verkuyten, M. (2022). Internal and external motivation to respond without prejudice: a person-centered approach. The Journal of Social Psychology, 162(4), 435-454. Web.
Freire, C., Ferradás, M. D. M., Regueiro, B., Rodríguez, S., Valle, A., & Núñez, J. C. (2020). Coping strategies and self-efficacy in university students: A person-centered approach. Frontiers in psychology, 11, 841. Web.
Gourriero. A. (2020). Woman in the Wheel Chair [Picture]. Getty Images. Web.