A management model for heads of department in the medical school, University of the Free State
| dc.contributor.advisor | Nel, M. M. | |
| dc.contributor.author | Van Zyl, Gert Jacobus | |
| dc.date.accessioned | 2016-01-11T12:44:09Z | |
| dc.date.available | 2016-01-11T12:44:09Z | |
| dc.date.issued | 2004-06 | |
| dc.description.abstract | English: The research study was undertaken to determine the needs of Heads of Department in the School of Medicine, UFS; management models available to them; and the factors impacting on their academic environment. The rationale for the study can be found in the need expressed by Heads of Department to manage their departments in the new academic setting. The aim of the study was to create and establish a management model for experienced as well as new Heads of Department in the School of Medicine, measured against the background of good management practices. This aim was achieved by performing a literature study regarding the needs of Heads of Department; factors influencing their academic environment, and the composition of available management and leadership models that could apply to Heads of Department in the School of Medicine. Heads of Department are appointed in the academic environment with the primary focus on their educational achievements. Throughout the process it was demonstrated that this is still relevant and needs to be part of the appointment process of Heads of Department in the School of Medicine. It was also indicated throughout this study that there is an increasing expectation from Heads of Department to take on sole responsibility for the management of their departments. In the light of these developments, it was important to consider solving this problem for them, and also to establish a management model for Heads of Department, thus empowering them to manage their departments in the future. The research took the form of a descriptive, explanatory survey comprising a literature review, a questionnaire survey and a Delphi process. The literature study covered a few aspects, including assessing the possible needs of Heads of Department, exploring factors impacting on their environment, as well as the difference between management and leadership, and the difference between various management models that may be applicable to management in an academic setting such as a Medical School. The second part of the empirical study was a Delphi process, which involved six experts from the areas of management, health management, and education. The overall goal and objective was to make a significant contribution to the managerial needs of Heads of Department, and to establish a management model, thus empowering Heads of Department to manage their departments in the future. A quantitative approach with open-ended questions was followed. The Delphi technique also focussed on these areas through statements in order to measure the experts' feelings about these areas. As part of the Delphi process, the experts had to participate in two rounds. The main findings from the questionnaire to Heads of Department, the Delphi technique, and information obtained via the literature study enabled the researcher to make a recommendation on a management model for Heads of Department, UFS. The management model had to be flexible, individualized, relevant, and adaptable. It had to include the seven main areas of management, namely strategic management; office administration, postgraduate education and training; undergraduate teaching research, academic administration, and service delivery. The recommendations on the clinical management model were extensively detailed, as these will also form the basis of an implementation plan for implementing the management model in the School of Medicine, UFS. In summary, the researcher is of the opinion that the overall goal and objectives of the study were addressed and realised, and that meaningful recommendations were made. The PRIME model was established as a management model for Heads of Department, School of Medicine, UFS, offering an ultimate solution to the managerial problems of Heads of Department. The management model is in line with the needs of the Heads of Department, legislation, and the policy documents referred to in earlier chapters. In addition, recommendations were also made on future research; the possible implementation in other Medical Schools; and the use of the PRIME model. The researcher realises the limitations of the study, which are discussed in detail. Although a number of limitations were listed, the majority of these could be seen as minor limitations and they do not have an impact on the final outcome of the study. It is recommended that the study be followed by a research process and the possibility of utilising certain principles of the PRIME model in other Medical Schools in South Africa in order to assist them with the managerial problems they might be experiencing. The aim of the model is not to address all the issues in detail, but to provide a model for academic management of departments based on the needs indicated, and the academic management models available for such management. It is the researcher’s opinion that the PRIME model for the management of academic departments will contribute significantly to the overall management of academic health, the best possible utilisation of resources, and the improvement of health services at large. Furthermore, the researcher believes that this study has achieved all these aspects. It is in line with the current trend to improve quality within health services, and it is ultimately about improving the lives of Heads of Department in the academic sphere. The thesis also provides an extensive and comprehensive reference source for Heads of Department on leadership, management, needs, management models available; and factors that have an impact on the academic environment. As a management model, the PRIME model aims to create a win-win situation for the Heads of Department, their departments, and management and authorities. With this PRIME model, we can reach for the stars! | en_ZA |
| dc.description.abstract | Afrikaans: Die navorsingstudie is onderneem om die bestuurbehoeftes van Departementshoofde in die Skool vir Geneeskunde, UV; bestuursmodelle wat beskikbaar is vir Departementshoofde; en die faktore wat ‘n impak het op die akademiese omgewing, te bepaal. Die rasionaal van die studie was om spesifiek die behoeftes wat deur Departementshoofde uitgespreek is, te bepaal en die behoeftes spesifiek te bepaal na aanleiding van bestuursbehoeftes, in die nuwe akademiese omgewing. Die doel is behaal deur ‘n bestuursmodel vir Departementshoofde in die Skool vir Geneeskunde te ontwikkel, gemeet teen die agtergrond van goeie bestuurspraktyke sowel as om ‘n bestuursmodel te vestig vir nuut aangestelde Departementshoofde. Dit is bereik deur die voltooiing van ‘n literatuurstudie na behoeftes van Departementshoofde; faktore wat ‘n invloed het op die akademiese omgewing; en ‘n samestelling van aspekte van bestuur en leierskap; asook bestuursmodelle wat beskikbaar is wat ‘n bydrae kon lewer en wat van toepassing was vir Departementshoofde in ‘n Skool vir Geneeskunde. Departementshoofde word aangestel na aanleiding van hulle akademiese en onderwyskundige prestasies in die akademiese omgewing. Die verwagting was dat hierdie proses nog steeds relevant is en dat dit nog steeds deel moet wees van die aanstellingsproses van Departementshoofde in die Skool vir Geneeskunde. Dit is aangedui gedurende hierdie studie dat daar verhoogde toename van verwagtings is van Departementshoofde om meer en meer bestuursverantwoordelikhede aan te neem vir die bestuur van hulle departemente. In die lig van hierdie verwikkelinge was dit belangrik om te kyk na oplossings vir die probleem van Departementshoofde en ook om ‘n model daar te stel vir Departementshoofde om hulle departemente in die toekoms te bestuur. Die navorsing het die vorm aangeneem van ‘n beskrywende, verduidelikende opname wat bestaan het uit ‘n literatuurstudie, ‘n vraelys en ‘n Delphi-proses. Die literatuurstudie het aspekte ingesluit soos byvoorbeeld die bevestiging van die behoeftes van Departementshoofde; die naspoor van faktore wat ‘n impak het op die omgewing van Departementshoofde; en die ondersoek na die verskille tussen bestuur en leierskap. Bestuursmodelle wat ook ‘n impak kan hê in ‘n Skool vir Geneeskunde vir die bestuur in die akademiese omgewing is verder ook ondersoek. Die tweede gedeelte van die navorsing het ‘n Delphi-proses behels, met die betrokkenheid van ses kundiges van areas van bestuur en gesondheidsbestuur wat ook onderwys ingesluit het. Die oorkoepelende doel en doelwit was om ‘n betekenisvolle bydrae te lewer tot die bestuursbehoeftes van Departementshoofde en ook om ‘n bestuursmodel te vestig vir Departementshoofde om hulle departemente in die toekoms te bestuur. ‘n Kwantitatiewe benadering is gebruik met bykomende oop vrae wat gestel is. Die Delphi-proses het gefokus op die spesifieke areas wat ook gebruik was in die vraelys aan Departementshoofde en dit is omskep in stellings om die menings van die kundiges in die spesifieke area te meet. As deel van die Delphi-proses, is kundiges versoek om deel te neem aan twee rondtes. Die hoofbevindinge van die vraelys aan Departementshoofde sowel as die Delphiproses en inligting wat verkry is uit die literatuurstudie, het dit moontlik gemaak vir die navorser om sekere aanbevelings te maak oor die bestuursmodel vir Departementshoofde, aan die UV. Die bestuursmodel moes buigsaam, individualisties, toepaslik, en aanpasbaar wees. Dit moes areas insluit van strategiese bestuur, kantooradministrasie, nagraadse onderwys en opleiding, voorgraadse opleiding, navorsing, akademiese administrasie, en dienslewering. Die aanbevelings vir ‘n kliniese bestuursmodel is breedvoerig en in besonderhede in die aanbevelings bespreek. Dit het ook as basis gedien vir die implementeringsplan om die bestuursmodel te implementeer in die Skool vir Geneeskunde, UV. Opsommenderwys, is die navorser van mening dat die oorkoepelende doel en doelwitte soos gestel vir die studie, wel bereik is en gerealiseer het en dat daar betekenisvolle aanbevelings gemaak is. Die PRIME-model is aanbeveel as ‘n bestuursmodel vir Departementshoofde, Skool vir Geneeskunde, UV om ‘n optimale oplossing vir die bestuursproses van Departementshoofde daar te stel. Die bestuursmodel is in lyn met die behoeftes van Departementshoofde; wetgewing; en beleidsdokumente waarna verwys is in die hoofstukke. Bykomend is daar ook aanbevelings gemaak oor toekomstige navorsing en die moontlike implementering van die PRIME-model in ander mediese skole in Suid-Afrika. Sekere tekortkominge is wel uitgewys deur die navorser, maar die meerderheid van hierdie tekortkominge wat gelys was, was tekortkominge van kleiner aard en het nie ‘n impak gehad op die uitkoms van die studie nie. Dit word aanbeveel dat die studie opgevolg word met ‘n navorsingsproses oor die moontlikheid van die gebruik van die PRIME-model in die bestuur van ander Skole vir Geneeskunde in Suid-Afrika. Die model is nie gestel om al die aspekte in besonderhede aan te spreek nie, maar om in die akademiese omgewing vir departemente ‘n basis daar te stel om behoeftes aan te spreek en ook om ‘n akademiese bestuursmodel beskikbaar te stel vir die bestuur van so ‘n departement. Dit is die navorser se opinie dat die PRIME-model as ‘n model vir die bestuur van akademiese departemente ‘n noemenswaardige bydrae kan lewer tot die bestuur van akademiese gesondheid. Die voordeel van die model is dat dit bestuur oorkoepelend verbeter en ook verbetering teweeg bring in gesondheid met die optimale gebruik van hulpbronne en ook om gesondheidsdienslewering oor ‘n breë front te verbeter. Dit is die opinie van die navorser dat al bogenoemde aspekte met die studie bereik is. Dit is dan ook in lyn met die huidige tendens om gesondheidsorg te verbeter en kwaliteitsgesondheidsorg te lewer. Alles gaan om die verbetering van die akademiese lewens van Departementshoofde. Die tesis verskaf ook ‘n ekstensiewe en omvattende verwysingsbron vir Departementshoofde oor leierskap, bestuur, bestuursbehoeftes, bestuursmodelle wat beskikbaar is,en faktore wat ‘n impak het op die akademiese omgewing. Die PRIME-model as ‘n bestuursmodel het dit ten doel om ‘n wen-wen situasie vir Departementshoofde te skep, asook vir hulle departemente en bestuur en owerhede. Met die PRIME-model kan ons reik na die sterre. | af |
| dc.description.sponsorship | University of the Free State, Research Committee of the School of Medicine | en_ZA |
| dc.identifier.uri | http://hdl.handle.net/11660/2127 | |
| dc.language.iso | en | en_ZA |
| dc.publisher | University of the Free State | en_ZA |
| dc.rights.holder | University of the Free State | en_ZA |
| dc.subject | Thesis (Ph.D. (Health Professions Education))--University of the Free State, 2004 | en_ZA |
| dc.subject | College department heads -- South Africa -- Bloemfontein | en_ZA |
| dc.subject | Educational leadership -- South Africa -- Bloemfontein | en_ZA |
| dc.subject | Medicine -- Study and teaching (Higher) -- South Africa -- Bloemfontein | en_ZA |
| dc.subject | Heads of Department | en_ZA |
| dc.subject | School of Medicine | en_ZA |
| dc.subject | Motivational climate | en_ZA |
| dc.subject | Strategic management | en_ZA |
| dc.subject | Management model | en_ZA |
| dc.subject | Leadership | en_ZA |
| dc.subject | Management | en_ZA |
| dc.subject | Environmental factors | en_ZA |
| dc.subject | Needs of heads of department | en_ZA |
| dc.title | A management model for heads of department in the medical school, University of the Free State | en_ZA |
| dc.type | Thesis | en_ZA |