People Management Policy:: Appreciation, quality and humanization of the server at the Gaspar Vianna de Belém-Pa Hospital

• Autor(a) principal: Carneiro, Brenda Rassy
• Data de Publicação: 2012
• Outros Autores: Andrade, João Tadeu de
• Tipo de documento: Artigo
• Idioma: por
• Título da fonte: Conhecer (Fortaleza)
• Texto Completo: https://revistas.uece.br/index.php/revistaconhecer/article/view/1243
• topic: valorização; qualidade; humanização; value; quality; humanization

This article discusses the management policy of people in the health services, emphasizing the importance of humanization, appreciation and motivation of public servants in the city of Belém-Pa. One of the major problems encountered in public institutions is the lack of motivation among employees, hindering the realization of a human service, quality and, in some cases, the patient with dignity. The theoretical framework is based on studies of Elton Mayo on productivity of man, which is influenced by psychological factors and can increase when employees perceive that the organization's management pays attention to them. Another reference is the paradigm of the gift of Marcel Mauss, in opposition to utilitarianism practical and economical it is in the twenty-first century, with a vision to provide commercial and pay proposes a society not utilitarian logic, based on a tripartite relationship of giving receive and reciprocate. This study combined documentary and bibliographical research, qualitative research through case study in FHCGV, using focus groups and structured interviews. The survey data was collected by means of the technique of content analysis. We conclude that the servers do not know in full humanization actions and valuation adopted by FHCGV. The main aspects that motivate employees are celebrating festive dates, friends work, good relationship with the leadership, recognition of work performed, concern for quality, training, professional fulfillment, financial reward for developing institutional and meal ticket. Humanization actions taken by FHCGV provided no effective change in exercise daily labor, due to several changes of management, due to the change of government, causing a reduction in the incentives for humanization practices, which are now incorporated since 2009, but not yet having proper disclosure.