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There is a lack of empirical evidence to describe the impact of conflict of interest in the health care industry. [1] Business interests influence the direction of cancer research and the adoption of new practices in therapy. [2] University projects which receive industry funding are more likely to produce research outcomes which favor their ...
The questionable cause—also known as causal fallacy, false cause, or non causa pro causa ("non-cause for cause" in Latin)—is a category of informal fallacies in which the cause or causes is/are incorrectly identified. In other words, it is a fallacy of reaching a conclusion that one thing caused another, simply because they are regularly ...
Organizational conflict, or workplace conflict, is a state of discord caused by the actual or perceived opposition of needs, values and interests between people working together. Conflict takes many forms in organizations. There is the inevitable clash between formal authority and power and those individuals and groups affected.
Patient safety is a discipline focused on improving health care through the prevention, reduction, reporting, and analysis of errors and other types of unnecessary harm that often lead to adverse patient events.
Variations in healthcare provider training & experience [45] [52] and failure to acknowledge the prevalence and seriousness of medical errors also increase the risk. [53] [54] The so-called July effect occurs when new residents arrive at teaching hospitals, causing an increase in medication errors according to a study of data from 1979 to 2006.
Conflict management is the process of limiting the negative aspects of conflict while increasing the positive aspects of conflict in the workplace. The aim of conflict management is to enhance learning and group outcomes, including effectiveness or performance in an organizational setting. Properly managed conflict can improve group outcomes.
Researcher Thomas K. Capozzoli (1995) classified conflicts by whether the outcome was constructive or destructive. Conflicts are constructive when people change and grow personally from the conflict; the conflict results in a solution to a problem; the involvement of everyone affected by the conflict is increased; the team becomes more cohesive.
Because the definition of satisfaction can vary from patient to patient, many institutions have created surveys asking patients to rate the quality of the services they have received. This method of evaluation is extremely subjective, and many factors unrelated to the quality of care (the topic of interest) can affect the results.