Features and Trends of Chinese Management Style in the New Economic Era

According to the historical environment and national policies in different perods,Chinese business managers have gradually explored and formed management capabilities in accordance with market needs.Chinese management style has been established,based on the characteristics of Chinese society and the specific conditions of Chinese enterprises,applying China's excellent philosophy to business management.It absorbs global scientific management concepts and forms a management model with Chinese characteristics.Chinese management style has gradually influenced the development of world management.It is of great significance to study the Chinese management style.Studying the formation of the Chinese management style is not only to examine and analyze its own development process but also to deeply explore the characteristics of the Chinese management style and provide new ideas for management models for companies in other countries.This paper analyzes the reasons and characteristics of the formation of the Chinese management style and puts forward suggestions for the development trend of the.Chinese management style through comparative and SWOT analyses.

Impact of a Principal＇s Leadership Style on School Organizational Climate in an Arab School in Israel

The study aimed at examining by quantitative research design to what extent management style affects organizational climate of schools A, B, and C of Arab sector in Israel, while comparing a test group of school A to a control group of schools B＋C. The research question was： What is the impact of a principal＇s management style on creation of a positive school organizational climate？ Quantitative data collection was conducted by means of validated questionnaires from relevant scientific literature. The findings indicate that a principal has a central role in a teacher＇s perception of professional autonomy. The sense of professional autonomy of a teacher is reinforced the more a teacher senses that the principal is an educational figure or a leader whom he can consult with regarding personal and professional problems. Differences were found among teachers in perception of school characteristics as providing various levels of autonomy.

Peculiarities of Medical Personnel Behavior Styles in Conflict Situations

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.

Rethinking Project Organization and Management

How projects should be organized and managed are two important aspects of the role that Project Managers perform and the processes involved can be linked to the measurement of the project management outcome. Recent studies indicate that these processes are not implemented and concerns have been raised. The authors present an investigation into the current practices of the three soft project management subject matters of selecting project team members, structuring the teams and the management style followed in the construction industry in UK and their reflection upon the project management outcome. The results confirm the concerns raised and indicate that the current levels of implementation by practitioners delivers only acceptable as opposed to successful level of project management outcome. The findings call for a reconsideration of the approach taken when deciding how to organize and manage project teams and a redress towards improving project management outcome.

Factors Affecting Nurses’ Turnover in Alhassa Governmental Hospitals

Nurse turnover can negatively impact delivering patient care in the health facilities which will affect the patient’s health and reduce the quality of care. The MOH faces a serious challenge or high nursing staff turnover and the intention to leave the workforce. Aim: To explore one of the significant human recourse problems in the MOH and affecting the healthcare system, which is, factors affecting nurses’ turnover in governmental hospitals using Alhassa governmental hospitals as a case study. Method: A quantitative research method used to explore the factors affecting nurses’ turnover in the governmental hospitals in Alhassa. Result: According to the study finding, management style was a factor more likely to indicate nurses’ turnover. It defines the impact of management style and works environment on nurses’ and clients’ systems. Individual factors were the second influence on their turnover. The balance between nurses’ work and their family need was the first issue that had affected their work. Organization factors are also an influence on the nurses’ turnover in Alhassa region. Conclusion: Nurses’ turnover is a significant issue in a human resource in MOH. This study first applied in Alhassa region that highlighted the factors that affect nurses’ turnover. Nurses’ turnover is a continuous problem that occurs in the health facilities related to management method causes, personal causes or organizational causes. Management style was the most influences on nurses’ turnover in this study changing or modifying management style that can intent nurses to continue their work in the hospital in Alhassa region.

Prompting Involvement Management and Gaining Advantages

The benefits claimed for involvement approaches, a new management style, are not easily obtained in reality. This paper reviews literature on employee beliefs about entitlement and aspirations as consequences of the execution of involvement management in organizations. Some suggestions are also advanced for companies to prompt involvement management and gain advantages.