Management of Labor Conflicts In Public Health Organizations

• Author: Adriana Elena Belu - Elena Alexandra Ilinca
• Position: Spiru Haret' University, Faculty of Law and Public Administration of Craiova, Lawyer, Dolj Bar - Senior Lecturer PhD. Spiru Haret University, Faculty of Law and Public Administration of Craiova, Lawyer, Dolj Bar
• Pages: 415-422

Performance and Risks in the European Economy

415

Management of Labor Conflicts

in Public Health Organizations

Adriana Elena Belu,

1

Elena Alexandra Ilinca

2

Abstract: The work “Management of labor conflicts in public health organizations” treats a very important

issue, of the p resent, with extensive and multiple implications for public health. The work can be considered

as an interdisciplinary study justified b y two arguments: first, it is essential to applied research step, the

knowledge and use of enshrined informational content in management literature, especially of models and

mechanisms of managerial activity on the administr ation of human resources, managerial style, mobilization

capacities, communication, coordination or decision ones and, not least the mechanisms characteristic t o

collective relations established between managers and employees; second, it is required for the

implementation phase of research findings, capitalization of a n informational sphere of law field, specifically,

labor law, because labor conflicts are based both on specific regulations of labor law and on a j uridical

literature, of great interest and of strict use for a concrete optimization of labor social relations.

Keywords: management; labor conflicts; public health organizations; manager; public health organizations

1. Introduction

The work highlights, as a work concentrating on labor conflicts management in public health

organizations, the possibilities to improve the relations among the following three factors:

- management, understood as the formal ability of the leader to achieve performance in the

organization’s work with people;

- labor conflicts, i.e. conflicts between health professionals and public health organizations with

which they concluded the individual employment contract, based on failure to resolve claims

of professional, economic, social character or not giving rights that are based on labor law,

labor collective contract or the individual employment contract;

- public healthcare organizations, defined as public institutions entirely financed from own

revenues made under contracts with Social Health Insurance Houses. Without a doubt that the

activity of all healthcare organizations is influenced by economic or social factors, but as

resulting from the findings of this study, internal managerial factors have a determined role in

preventing labor conflicts and, as a consequence, in optimizing psychological climate at work,

thus ensuring a good quality of health services.

We found that healthcare organizations can feel a “ management pressure” forcing inert systems and

structures to become more flexible and to be concerned with the implementation of modern practices

specific to management in healthcare organizations. In healthcare there must be exceeded the

“necessity management” characterized by resorting to management only when crises or conflicts reach

climax. It is true that we can learn something from crisis or conflicts, we draw conclusions, but the

consequences of the unsolved crisis or failures of unsolved conflicts, in due time, are very costly.

1

“Spiru Har et” University, Faculty of Law and Public Administration of Craiova, Lawyer, Dolj Bar, corresponding author:

adyelenabelu@yahoo.com

2

Senior Lecturer P hD. Spiru Haret” University, Faculty of Law and Public Administration of Craiova, Lawyer, Dolj Bar, e-

mail: alailica@yahoo.com