Introduction: Leadership style is a way, a system of methods of influence of the leader on subordinates. This is one of the most important factors of the effective work of the institution, the full realization of the ...Introduction: Leadership style is a way, a system of methods of influence of the leader on subordinates. This is one of the most important factors of the effective work of the institution, the full realization of the potential capabilities of people in the team. Leadership style, as an individual way of carrying out management activities, is mostly associated with the person of the manager. The management style is formed under the influence of the relationship between the manager and the team in the process of making and implementing management decisions, individual characteristics and preferences of the manager. The objective of the study was conflicts in the field of healthcare in the system “medical personnel of a healthcare institution—patients and relatives of patients”. The objective of the study was to determine management styles in conflict situations among medical workers. Materials and Methods: With the help of a direct individual survey, according to an anonymous questionnaire developed by us, the opinion of 582 medical workers (422 doctors and 160 nurses) of general hospitals and primary care centers of Chernivtsi and Chernivtsi region regarding the ceilings of behavior in conflict situations was studied. Results: In a conflict situation, the leading form of behavior for medics, both doctors and medical personnel, is the subordinate type (29.6% and 38.1%, respectively). The second most frequent method of conflict resolution is an authoritarian strategy (20.6% for doctors and 15% for nurses), in which personal aspirations and the achievement of one’s own goals come to the fore. Dependent style (17.8% for doctors and 13.75% for nurses) ranks third. A selfish style of behavior in a conflict situation is characteristic of 13.7% of doctors and 13.1% of nurses. A friendly style of behavior during the resolution of conflict situations is characteristic of medical workers at a rather low level (12.3% for doctors and 12.5% for nurses). Aggressive style (5.9% for doctors and 7.5% for nurses) is the least popular as a model of behavior in a conflict situation among respondents. Conclusion: The style of behavior of doctors and nurses in conflict situations is ambiguous, which is due to personal qualities, the degree of leadership, professional relationships and the specifics of the work environment.展开更多
What is a lie？ Why do people tell lies？ What compels them to make false utterances？ How do people treat lie, deception or fudge？ Is the attitude to them the same in different cultures？ If not, what differences ar...What is a lie？ Why do people tell lies？ What compels them to make false utterances？ How do people treat lie, deception or fudge？ Is the attitude to them the same in different cultures？ If not, what differences are there？ An answer to these and some other questions is being sought in the paper. Producing a false utterance, the sender deprives the communication partner of the right to receive full information. The article presents views of Russians and representatives of Anglo-American culture on telling lies drawing the readers＇ attention to very serious situations, such as family conflicts between spouses, aggravated with lies. The material for analysis is taken from the texts by Russian playwright Anton Chekhov and the American novel writer Irwin Shaw. The analysis is based on the study of verbal and non-verbal markers of false utterances generated by quarreling spouses. A complex method of researching the literary material combining linguistic, extra-linguistic, and paralinguistic analysis of conflict speech acts with false utterances of different kinds is applied.展开更多
文摘Introduction: Leadership style is a way, a system of methods of influence of the leader on subordinates. This is one of the most important factors of the effective work of the institution, the full realization of the potential capabilities of people in the team. Leadership style, as an individual way of carrying out management activities, is mostly associated with the person of the manager. The management style is formed under the influence of the relationship between the manager and the team in the process of making and implementing management decisions, individual characteristics and preferences of the manager. The objective of the study was conflicts in the field of healthcare in the system “medical personnel of a healthcare institution—patients and relatives of patients”. The objective of the study was to determine management styles in conflict situations among medical workers. Materials and Methods: With the help of a direct individual survey, according to an anonymous questionnaire developed by us, the opinion of 582 medical workers (422 doctors and 160 nurses) of general hospitals and primary care centers of Chernivtsi and Chernivtsi region regarding the ceilings of behavior in conflict situations was studied. Results: In a conflict situation, the leading form of behavior for medics, both doctors and medical personnel, is the subordinate type (29.6% and 38.1%, respectively). The second most frequent method of conflict resolution is an authoritarian strategy (20.6% for doctors and 15% for nurses), in which personal aspirations and the achievement of one’s own goals come to the fore. Dependent style (17.8% for doctors and 13.75% for nurses) ranks third. A selfish style of behavior in a conflict situation is characteristic of 13.7% of doctors and 13.1% of nurses. A friendly style of behavior during the resolution of conflict situations is characteristic of medical workers at a rather low level (12.3% for doctors and 12.5% for nurses). Aggressive style (5.9% for doctors and 7.5% for nurses) is the least popular as a model of behavior in a conflict situation among respondents. Conclusion: The style of behavior of doctors and nurses in conflict situations is ambiguous, which is due to personal qualities, the degree of leadership, professional relationships and the specifics of the work environment.
文摘What is a lie？ Why do people tell lies？ What compels them to make false utterances？ How do people treat lie, deception or fudge？ Is the attitude to them the same in different cultures？ If not, what differences are there？ An answer to these and some other questions is being sought in the paper. Producing a false utterance, the sender deprives the communication partner of the right to receive full information. The article presents views of Russians and representatives of Anglo-American culture on telling lies drawing the readers＇ attention to very serious situations, such as family conflicts between spouses, aggravated with lies. The material for analysis is taken from the texts by Russian playwright Anton Chekhov and the American novel writer Irwin Shaw. The analysis is based on the study of verbal and non-verbal markers of false utterances generated by quarreling spouses. A complex method of researching the literary material combining linguistic, extra-linguistic, and paralinguistic analysis of conflict speech acts with false utterances of different kinds is applied.
