Papers by Blanka Tollarová
K fenoménu vůdcovství: Kým a jak je iniciován a veden proces transformace pobytových sociálních služeb?
Personnel Strategies in the Deinstitutionalization Process: How Do the Managers Work With Employees?
Human Service Organizations: Management, Leadership & Governance, 2017
ABSTRACT As residential social services of the traditional institutional type are transformed int... more ABSTRACT As residential social services of the traditional institutional type are transformed into person-centered services provided within the community, the organizations providing these services experience a radical value shift and the resulting quality of service is a function of the staff’s personal and professional qualities. The present qualitative analysis therefore focuses on personnel strategies used by the managers of the transforming service providers in working with staff during the change process. The results show that the choice of personnel strategies depends on whether or not the management sees the staff as capable of abandoning the existing routines and changing their approach to service users. Based on the field of personnel measures (staff replacement, staff development) and staff-welfare measures (setting new working conditions: changes in the number of contract hours, work schedule, workplace design and equipment), the authors identified two polarized ideal types of personnel strategies: a requirements-centered strategy, which is strongly future-oriented and subordinates all other concerns to the implementation of the transformation vision and a caring strategy, which focuses more on the here and now and emphasizes also the fulfillment of staff needs. These strategies were often implemented intuitively, without a thorough consideration of the impact personnel strategy may have on attaining the goals of the change process. The analysis shows how the fulfillment of transformation goals may be affected by the organization’s approach to employees and the relative significance it ascribes to their needs.
Czech Sociological Review, 2014
This study looks into the culture of nursing professionals in the present-day Czech health-care s... more This study looks into the culture of nursing professionals in the present-day Czech health-care system at a time of personal, generational, and educational transitions (reforms), which have driven a change of organisational-cultural means in the relationship between two key professions: doctors and nurses. The article presents the results of a biographical study of nurses, paying detailed attention to their emotional labour in cooperation with doctors in accident and emergency ward settings. The study draws on the concept of organisational culture in practice/action, on a Goffmanian and Garfi nkelian ethnomethodology of scripts of interaction (rules, norms) in order to reconstruct the feeling rules that govern a nurse's emotional display and her role in cooperating with doctors. The article stresses the importance of emotion management as a substantial part of the gendered professional identities of health-care workers and discusses the situations when nurses' subordinate status requires a kind of stressful emotion management to keep the doctor-nurse professional relationship intact, which is not required from doctors. The study also presents a variety of coping strategies or practices normalising these morally questionable feeling rules and norms, which guide action as an integral part of the ordinary practices of the social organisation of the nurse's occupation in hospital settings.
This study looks into the culture of nursing professionals in the present-day Czech health-care s... more This study looks into the culture of nursing professionals in the present-day Czech health-care system at a time of personal, generational, and educational transitions (reforms), which have driven a change of organisational-cultural means in the relationship between two key professions: doctors and nurses. The article presents the results of a biographical study of nurses, paying detailed attention to their emotional labour in cooperation with doctors in accident and emergency ward settings. The study draws on the concept of organisational culture in practice/action, on a Goffmanian and Garfi nkelian ethnomethodology of scripts of interaction (rules, norms) in order to reconstruct the feeling rules that govern a nurse's emotional display and her role in cooperating with doctors. The article stresses the importance of emotion management as a substantial part of the gendered professional identities of health-care workers and discusses the situations when nurses' subordinate status requires a kind of stressful emotion management to keep the doctor-nurse professional relationship intact, which is not required from doctors. The study also presents a variety of coping strategies or practices normalising these morally questionable feeling rules and norms, which guide action as an integral part of the ordinary practices of the social organisation of the nurse's occupation in hospital settings. . Sports-Institutional Support for the Long-term Development of Research Organisations-Charles University, Faculty of Humanities (2014). 2 Both of the professions that this study is concerned with are gendered professions: in order to critically highlight the stereotype we use the corresponding pronouns: he, him, his for doctors and she, her for nurses. The stereotype of a male doctor and a female nurse is perpetuated through language, including the language of health-care statistics. The number of female doctors has been rising steadily [ÚZIS 2003[ÚZIS , 2013; however, when referring to the number of doctors, statistics persistently use only the masculine form of the noun (Czech has different suffi xes for a male and a female doctor), while only the feminine noun 'sestra' (meaning both 'sister' and 'nurse') is used to refer to nurses.
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Papers by Blanka Tollarová