INTRODUCING THE CONCEPT OF LEARNING ORGANISATION TO A REGIONAL HOSPITAL

Teoretična izhodišča: Klasična organizacija, ni več konkurenčna na trgu, zato se ne more več prilagajati okolju in zahtevam kupcev. Narediti mora narediti odločilne spremembe v tej smeri in sicer, da postane učeča se organizacija, torej organizacija, ki daje pomen učenju, se sama uči in izobražuje svoje zaposlene. V magistrskem delu smo ugotavljali prisotnost elementov učeče se organizacije, v Splošni bolnišnici Slovenj Gradec na podlagi mnenj izvajalcev zdravstvene nege. Metodologija: V teoretičnem delu smo se pri ugotavljanju elementov učeče se organizacije naslanjali na koncept FUTUREO - ®. V empiričnem delu smo na zastavljene hipoteze odgovarjali s pomočjo kvantitativne metode dela. Podatke smo pridobili z anketnim vprašalnikom, ki smo ga razdelili med 150 naključno izbranih izvajalcev zdravstvene nege, vrnjenih je bilo 57 anketnih vprašalnikov. Za statistično analizo podatkov smo uporabili programski paket IBM SPSS Statistics 23 (IBM Corp., Armonk, NY, 2014). Rezultati: Povprečja ocen in najpogostejše ocene kažejo, da so v Splošni bolnišnici Slovenj Gradec prisotni elementi učeče se organizacije. 98, 2 % anketiranih je visoko motiviranih za izobraževanje. Ker smo uspeli potrditi statistično značilno povezanost samo glede na spol, glede na starost, izobrazbo in delovno dobo zaposlenih pa ne, ugotavljamo, da poznavanje koncepta in elementov učeče se organizacije po modelu FUTUREO - ® ni povezano z demografskimi značilnostmi zaposlenih. Sklep: Splošna bolnišnica Slovenj Gradec ima po mnenju izvajalcev zdravstvene nege značilnosti učeče se organizacije, ne ustreza pa v popolnosti teoretičnem konceptu po modelu FUTUREO - ®. Izvajalci so visoko motivirani za izobraževanje in pripravljeni svoje znanje prenašati na druge.Theoretical background: Classical organizations are no longer competitive and can no longer adapt to the market environment and to consumer demand. They have to make decisive changes and become “learning organizations”, that is, organizations that attach great importance to learning and are capable of learning themselves as well as educating their employees. In the master’s thesis, we wanted to identify elements of a learning organization in General Hospital Slovenj Gradec on the basis of the opinions of nursing care providers. Methodology: In the theoretical part, the FUTURE-O® model was used to identify the elements of a learning organization. In the empirical part, quantitative methods were used to verify the proposed hypotheses. The data was gathered with a questionnaire that was distributed to 150 randomly selected nursing care providers. 57 questionnaires were returned. IBM SPSS Statistics 23 software was used for the statistical analysis of the data. Results: The mean scores and the most frequent scores indicated that elements of a learning organization are present in General Hospital Slovenj Gradec. 98.2 per cent of the respondents were highly motivated for learning. As we were only able to confirm the existence of a statistically significant relationship in the case of gender, but not in the cases of age, education, and years of service, we concluded that knowledge of both the concept and the elements of a learning organization according to the FUTURE-O® model was not related to the demographic characteristics of employees. Conclusion: According to the nursing care providers, General Hospital Slovenj Gradec has certain characteristics of a learning organization, but does not fully correspond to the FUTURE-O® theoretical model. The nursing care providers are highly motivated for learning and are willing to transfer their knowledge to others