OPERATIONAL HOSPITAL ACTIVITY AS A LEARNING ORGANIZATION

Sodobna družba in vse hitrejši gospodarski razvoj narekujeta vse intenzivnejše spremembe delovnega okolja, ki močno vplivajo tudi na neprofitne zdravstvene organizacije. Potrebno je strmeti k čim večji hitrosti prilagajanja novo nastalim spremembam. Organizacija mora biti fleksibilna, inovativna in imeti nizko stopnjo hierarhije. Glavni cilj današnjega časa je, da se dosega maksimalna kakovost storitev ter konkurenčnost ostalim neprofitnim zdravstvenim organizacijam, ki so ponudniki ekvivalentnih storitev na istem trgu dela. Vse je moč doseči z uvajanjem koncepta učeče se organizacije v neprofitne zdravstvene organizacije. Medsebojno delovanje znotraj ene organizacijske enote ter sodelovanje z drugimi organizacijskimi enotami je ključnega pomena v zdravstvu. V raziskavi na eni strani izpostavimo zdravstvene delavce s področja anesteziološke dejavnosti in na drugi strani zdravstvene delavce s področja operativne dejavnosti Univerzitetnega kliničnega centra Ljubljana. S pomočjo anketnega vprašalnika pridobimo subjektivne statistične podatke glede prisotnosti elementov učeče se organizacije v raziskovanih enotah. Zanima nas predvsem subjektivna ocena zaposlenih glede zavedanja pomembnosti učenja, pridobivanja novega znanja, pomembnosti znanja, odgovornosti za opravljanje lastnega dela in odgovornosti do celotne organizacije. Pozornost namenimo oceni zaposlenih glede zastavljenih ciljev izobraževanja, delovanja tima, oceni medsebojnih odnosov, sodelovanju in komunikaciji v timu in komunikaciji z ostalimi multidisciplinarnimi timi. Analiziramo tudi oceno sodelovanja z vodjo tima ter zavedanje pomembnosti sprememb, ki so nujno potrebne za delovanje in skupno reševanje problemov v njihovem timu. Na podlagi raziskave z gotovostjo lahko potrdimo, da so prisotni elementi učeče se organizacije na Kliničnem oddelku za anesteziologijo in intenzivno terapijo operativnih strok kot tudi v Operacijskem bloku. Kažejo se manjše razlike med subjektivnimi ocenami anketirancev ene in druge organizacijske enote, ki pa niso statistično pomembne narave. Anketiranci obeh organizacijskih enot slabše ocenjujejo zaupnost med člani tima ter vzajemno sodelovanje pri oblikovanju vizije in ciljev tima. Iz med osem predpostavljenih hipotez smo dve hipotezi potrdili, vse ostale smo zavrnili. Ugotovili smo, da obstaja statistično pomembna povezava med izobrazbenimi skupinami obeh enot in oceno stopnje pomembnosti izobraževanja. Zaposleni do 30 let starosti bolje ocenjujejo kriterije pomembnosti učenja kakor zaposleni od 51 let starosti naprej. Zaposleni Operacijskega bloka bolje ocenjujejo kriterije odgovornosti kakor zaposleni Kliničnega oddelka za anesteziologijo in intenzivno terapijo operativnih strok.Modern society and accelerating economic development demand increasingly more intensive changes of the work environment, which also have a strong effect on non-profit health organizations. They must strive to quickly adapt to newly occurring changes. An organization must be flexible, innovative, and have a low level of hierarchy. Nowadays, the main goal is to provide the highest possible quality of service, and ensure competitiveness with other non-profit health organizations that provide equivalent services on the same labour market. All of this can be achieved by implementing the concept of learning organization in non-profit health organizations. Mutual cooperation within an organizational unit and cooperation with other organizational units are of essential importance in the health care sector. In the research, we focus on the health care workers in the anaesthesiology field on one hand, and on the health care workers in the surgical field in the University Medical Centre Ljubljana. Using a questionnaire, we obtained subjective statistical data regarding the present elements of a learning organization in the researched units. We are primarily interested in employees’ subjective evaluation regarding awareness of the importance of learning, acquiring new knowledge, importance of knowledge, responsibility for performing their own work, and responsibility towards the whole organization. We also focus on employees’ evaluation regarding set training goals, team functioning, evaluation of relationships, cooperation and communication in the team, and communication with other multidisciplinary teams. We also analyse the evaluation of cooperation with the team leader, and awareness of the importance of changes that are necessary for team functioning and joint problem solving in their team. Based on our research, we can reliably confirm that all elements of a learning organization are present in the Clinical Department of Anaesthesiology and Intensive Therapy, as well as in the Operating Theatres. Smaller differences in subjective evaluations of respondents from the first and second organization unit are shown, but they are not statistically significant. Respondents from both organizational units gave lower scores to confidentiality among team members and mutual cooperation regarding formation of vision and objectives of the team. Out of eight presented hypotheses, we confirmed two and rejected all others. We determined a statistically significant correlation between educational groups of both units and evaluation of significance of education. Employees up to 30 years of age gave higher scores to criteria of importance of learning than employees older than 51 years. Employees of Operating Theatres gave higher scores to criteria of responsibility than employees of the Clinical Department of Anaesthesiology and Intensive Therapy