Factores motivacionais da equipe de enfermagem, do hospital distrital de catandica: um estudo exploratório / Motivational factors of the nursing staff at the district hospital of catandica: an exploratory study

A motivação deve fazer parte integrante da estratégia organizacional, e é fundamental que os colaboradores sejam continuamente motivados e estimulados a crescer enquanto profissionais, a executarem as tarefas inerentes às funções com eficácia, fazendo com que se sintam realizados no exercício das suas funções. Para tal, as organizações devem adequar os processos de coaching e promover uma liderança eficaz que seja determinante no processo motivacional. O objectivo deste estudo foi Avaliar os factores motivacionais da equipe de enfermagem, no Hospital Distrital de Catandica, bem como conhecer os factores motivacionais existentes no EGFAE (Recompensas, Progressões, Promoções, Gratificações, Prémios), relacionamento entre colegas, Satisfação Salarial para actividades que realiza. De salientar que tratou-se de uma pesquisa descritiva com amostragem não probabilística por conveniência. A colheita de dados foi feita a partir de entrevistas com perguntas abertas e fechadas, que procuravam avaliar os factores motivacionais da equipe de enfermagem. Os resultados demonstraram que a motivação da equipe de enfermagem continua sendo um grande desafio a ser superado, pois conforme a pesquisa, os enfermeiros encontram-se desmotivados e sentem-se desvalorizados. Conclusão: relativamente a factores motivacionais, 56% dos enfermeiros não estão motivados.

Motivation should be an integral part of organizational strategy, and it is essential that employees are continuously motivated and encouraged to grow as professionals, to perform the tasks inherent to the functions effectively, making them feel fulfilled in the exercise of their functions. To this end, organizations must adapt coaching processes and promote effective leadership that is decisive in the motivational process. The aim of this study was to evaluate the motivational factors of the nursing team at the Catandica District Hospital, as well as to know the motivational factors existing in EGFAE (Rewards, Progressions, Promotions, Bonuses, and Awards), relationship between colleagues, Salary Satisfaction for activities it performs. It should be noted that this was a descriptive study with non-probabilistic sampling for convenience. Data were collected from interviews with open and closed questions, which sought to analyze the motivational factors of the nursing team. The results showed that the motivation of the nursing team remains a great challenge to be overcome, because according to the research, nurses are unmotivated and feel devalued. Conclusion: Regarding Motivational Factors, 56% of nurses are not motivated.

Improving entrepreneurial motivation for health workers through entrepreneurship training

Problems that exist in health segment is the number of medical graduates that is not comparable with the amount of job vacancy and that makes health worker need to have another skill or ability. The program that is held by Yogyakarta Husada Health Polytechnic to equipt the graduate is to provide entrepreneurship training, which is in accordance with their competence in order to open up opportunities of business either independently or collaborated. The method of this research is using descriptive method. The data collection is done by observation, documentation study of business growth done by all the tenant (student or alumni) after getting training doing visits and internship. The sample of the research was student and alumni of nurses and midwives in Karya Husada Health Polytechnic who has participated in entrepreneurship training. The results were obtained by this program is carried out during 3 years since 2015 until 2017 first year of this study followed as many as 20 participants, second year do allowed by 21 participants, third years of this study followed by 34 participants and that mean there was 75 participant of the sample. After further training has been given then do an evaluation and monitoring, in first year there were 6 (30%) of entrepreneur is independent, second year there was 9 people (42.86%) of entrepreneurs are independent, in third years there was 12 people (35.29%) are independent entrepreneurs. Meanwhile the participants who still need mentoring and guidance form first year till third year as many as 48 people. Type of business that they do in the form of goods or services. Conclusion of the entrepreneurship training activities is the activity that can create new entrepreneur who was independent in health segment or non- medical segment both in form of goods or services

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Understanding incentive preferences of community health workers using discrete choice experiments: a multicountry protocol for Kenya, Uganda, Bangladesh and Haiti.

INTRODUCTION: There is a renewed global interest in improving community health worker (CHW) programmes. For CHW programmes to be effective, key intervention design factors which contribute to the performance of CHWs need to be identified. The recent WHO guidelines recommends the combination of financial and non-financial incentives to improve CHW performance. However, evidence gaps remain as to what package of incentives will improve their performance in different country contexts. This study aims to evaluate CHW incentive preferences to improve performance and retention which will strengthen CHW programmes and help governments leverage limited resources appropriately. METHODS AND ANALYSIS: A discrete choice experiment (DCE) will be conducted with CHWs in Bangladesh, Haiti, Kenya and Uganda with different levels of maturity of CHWs programmes. This will be carried out in two phases. Phase 1 will involve preliminary qualitative research including focus group discussions (FGDs) and key informant interviews to develop the DCE design which will include attributes relevant to the CHW country settings. Phase 2 will involve a DCE survey with CHWs, presenting them with a series of job choices with varying attribute levels. An orthogonal design will be used to generate the choice sets for the surveys. The surveys will be administered in locally-appropriate languages to at least 150 CHWs from each of the cadres in each country. Conditional and mixed multinomial logit (MMNL) models will be used for the estimation of stated preferences. ETHICS AND DISSEMINATION: This study has been reviewed and approved by the Population Council's Institutional Review Board in New York, and appropriate ethics review boards in Kenya, Uganda, Bangladesh and Haiti. The results of the study will be disseminated through in-country dissemination workshops, meetings with country-level stakeholders and policy working groups, print media, online blogs and peer-reviewed journals.

On Voluntariness in Wellness: Considering Organizational Health Contingent Incentives.

Some would argue that if taking an examination to receive an incentive is not mandatory, it's voluntary no matter the size of the monetary reward. Others have concerns with how often employers use the word "required" when communicating how employees can earn an incentive. This in spite of clear rules that indicate "health contingent" incentive designs (those based on health measures rather than on completing activities) are an either/or proposition. That is, you can either earn (this amount) by (achieving a clinical standard) or by (participating in or attaining an alternative standard). This editorial examines the merits and demerits of organizational health contingent use of incentives. It is posited that employers can best satisfy a voluntariness standard in their use of financial incentives in wellness programs when the use of incentives are well integrated into a measurably robust, organizational culture that visibly values health; and when all employees are well versed in the meaning of, and opportunities for, reasonable alternatives for earning an incentive. Concerns about the administrative burden behind this idea and other potential unintended consequences of including measures of a culture of health to meet a voluntariness standard are also presented.

Leadership Intellectual Stimulation and Team Learning: the Mediating Role of Team Positive Affect / Estimulación intelectual del líder y aprendizaje del equipo: El rol mediador del afecto positivo del equipo

Abstract This study investigates how leadership intellectual stimulation relates to team positive affect and team learning. We explore the role of positive affect as mediator between leadership intellectual stimulation and team learning. Using a cross-sectional sample of 562 employees, nested within 130 teams from 44 small- and medium-size organizations, we implemented Structural Equation Model analysis at the team level. Results provide evidence of the strong relationship that intellectual stimulation has on team learning and team positive affect, as well as the potential of positive affect for stimulating team learning. Team positive affect serves as a partial mediator between intellectual stimulation and team learning, contributing to explain significant additional variance. Leadership intellectual stimulation is a relevant team social resource that provides support for team learning. Also, positive affect contributes significantly to improve learning among teams. This suggests the importance of developing leadership behaviors that encourage learning and team positive affect, which contributes to team learning and hence, performance.

Resumen Este estudio examina cómo la estimulación intelectual de los líderes se relaciona con el afecto positivo y el aprendizaje de los equipos. En específico, explorarnos el rol mediador del afecto positivo entre la relación de la estimulación intelectual de los líderes y al aprendizaje a nivel de los equipos. Realizamos análisis de modelos de ecuaciones estructurales a nivel grupal utilizando una muestra transversal de 562 empleados, anidados en 130 equipos de 40 pequeñas y medianas organizaciones. Los resultados proveen evidencia de la fuerte relación entre la estimulación intelectual y el afecto positivo, así como del potencial del afecto positivo para estimular el aprendizaje del equipo. El afecto positivo sirve como un mediador parcial contribuyendo a explicar varianza adicional significativa. La estimulación intelectual de los líderes es un recurso social relevante que provee apoyo al aprendizaje en los equipos. Del mismo modo, el afecto positivo contribuye significativamente a mejorar el aprendizaje. Esto sugiere la importancia de desarrollar comportamientos de los líderes que fomenten el aprendizaje y el afecto positivo, los cuales contribuyen al aprendizaje y al desempeño a nivel grupal.

Utilidad del presupuesto y del cuadro de mando integral en la gestión de centros de atención primaria. Impacto sobre la motivación del personal / Usefulness of the budget and the balanced scorecard in managing Primary Care Centres. Impact on staff motivation

Objetivo: Analizar la utilidad percibida por los gestores de centros de atención primaria respecto a las herramientas utilizadas para su gestión (presupuesto y cuadro de mando integral [CMI]) y su impacto sobre la motivación del personal. Diseño: Estudio cualitativo de casos basado en teoría fundamentada, realizado entre enero y junio de 2014. Emplazamiento: Unidades de Gestión Clínica de Atención Primaria (UGCAP) del Área de Gestión Sanitaria metropolitana de Sevilla. Participantes: Directores de UGCAP y gestores del Área. Método: Los datos se recogieron en 8 entrevistas semiestructuradas mediante muestreo intencional no probabilístico con criterios de representatividad y suficiencia del discurso. Las entrevistas fueron grabadas, transcritas y analizadas mediante códigos in-vivo. Resultados: Ambas herramientas están implementadas en los centros de atención primaria, con usos diferentes. El presupuesto se percibe como una herramienta coercitiva, impuesta para el control del gasto, y poco útil para la gestión diaria. Aunque el CMI es más flexible y permite identificar los problemas financieros y asistenciales del centro, los límites presupuestarios reducen enormemente el margen para implementar soluciones. Además, la política de incentivos es insuficiente, generando problemas de motivación. Conclusiones: Este estudio muestra que las tensiones presupuestarias que afectan a la atención primaria han reducido al mínimo la autonomía de los centros de salud, imponiendo una toma de decisiones centralizada en la que prima el ahorro en costes sobre la calidad asistencial, generando tensiones con el personal. Se plantea la necesidad de incrementar la autonomía de los centros y mejorar el compromiso del personal mediante programas de formación y desarrollo profesional (AU)

Objective: To analyse the utility perceived by managers of centers of primary care about management tools (budget and balanced scorecard), together their impact on human resources motivation. Design: Qualitative study (case study) based on grounded theory performed between January and June 2014. Location: Units of Clinical Management of Primary Health (UGCAP) in Metropolitan Health Area of Seville, Spain. Participants: UGCAP managers and Health Area (CEO) managers. Method: Data were collected through 8 semi-structured interviews using non-probabilistic intentional sampling with representation and sufficiency criteria of discourse. Interviews were recorded, literally transcripted and analysis through in-vivo codes. Results: Both tools are fully implemented but differently used in primary care centers. Budget is perceived as a coercive management tool, which has been imposed for cost saving; however, it is scarcely adequate for day-by-day management. While balanced scorecard is a more flexible tool that allows identifying financial and welfare problems, budgeting limits heavily reduce the possibility of implementing adequate solutions. The policy of incentives is not adequate either, leading on de-motivation. Conclusions: This study shows that budgeting restrictions have led to a significant reduction in autonomy of Spanish Primary Care centers. Management decision making is much centralised, also focused on cost saving over quality of healthcare. As a result, two needs emerge for the future: increasing centers' autonomy and improving staff commitment through training and professional development programs (AU)

El Liderazgo transformacional en las organizaciones: variables mediadoras y consecuencias a largo plazo / Transformational leadership in organizations: Mediating variables and long-term consequences

El liderazgo transformacional destaca como unos de los tipos de liderazgo más adecuados para orientar las organizaciones hacia el cambio y la innovación. Este estudio se desarrolla en cuatro organizaciones, participando directivos (n=47) y subordinados (n=107) en Vizcaya, Guipúzcoa y Navarra (España). El liderazgo transformacional se asocia con más fuerza que el transaccional a la satisfacción con el líder, la efectividad percibida de este y la motivación a trabajar en el caso de los subordinados. En el caso de los directivos el liderazgo transaccional se asocia con la misma fuerza que el transformacional con la satisfacción y efectividad, mostrando este último una relación más fuerte con la motivación que el transaccional. El liderazgo transformacional y la satisfacción con el líder predicen la motivación a trabajar extra, mediante una mayor satisfacción. Se comentan los resultados en relación a los valores dominantes y a la cultura organizacional (AU)

Transformational leadership stands out as one of the most suitable types of leadership to guide organizations towards change and innovation. This study was developed in four organizations in, in a sample of managers (n=47) and subordinates (n=107) in the provinces of Vizcaya, Guipúzcoa, and Navarra (Spain). Transformational leadership is more strongly associated with satisfaction with the leader, the perceived effectiveness of the leader, and motivation to work in the case of subordinates than transactional leadership. In the case of managers transactional leadership is associated with the same strength than transformational leadership to satisfaction and effectiveness. However, there is a stronger relationship with motivation than transactional leadership. Transformational leadership and satisfaction with the leader predict motivation to work overtime through increased satisfaction. The results are discussed in relation to the dominant values and organizational culture (AU)

Transformational leadership and group potency in small military units: The mediating role of group identification and cohesion / El liderazgo transformacional y la potencia grupal en unidades militares pequeñas: el papel mediador de la identificación y cohesión grupales

In the present study, we examined an exploratory model to assess the relationship between transformational leadership and group potency and analyze the mediating role of group identification and cohesion. The research was conducted with squads of the Spanish Army. The sample was composed of 243 members of 51 squads of operational units. Our findings highlighted the importance of the transformational leadership style of command of non-commissioned officers (NCOs) due to its positive relationship with the group potency of the squad. We also analyzed the indirect relationships between transformational leadership and group identification and group cohesion and found that the latter variables played a mediating role between transformational leadership and group potency. The conclusions of this study are relevant due to the growing importance of transformational leadership and actions implemented at lower levels of the command chain for the success of missions of security organizations and defense (AU)

En el presente estudio se examina un modelo exploratorio que evalúa la relación entre liderazgo transformacional y potencia del grupo donde se analiza el papel mediador de la identificación de grupo y la cohesión grupal. La investigación se realizó con pelotones del ejército español. La muestra se compuso de 243 miembros de 51 pelotones de unidades operativas. Se destacan de los resultados la importancia del estilo de liderazgo transformacional en el mando de los suboficiales debido a su relación positiva con la potencia de grupo. Se analizaron las relaciones indirectas entre variables existiendo un papel mediador de la identificación y la cohesión entre liderazgo transformacional y la potencia del grupo. Las conclusiones de este estudio son relevantes debido a la importancia del liderazgo transformacional para ser ejercido en los niveles más básicos de la cadena de mando con objeto de obtener éxito en las misiones asignadas a las organizaciones de defensa y seguridad (AU)

Incentivos y motivación en el trabajo de gestión en enfermería / Motivation and incentives at work in nursing management

A partir de la hipótesis de que la utilización exclusiva de incentivos monetarios puede minar la motivación intrínseca de los profesionales sanitarios y producir el efecto contrario al perseguido, este trabajo analiza los factores que se asocian con la motivación intrínseca de los profesionales responsables de gestión en enfermería. Para ello, se elaboró un cuestionario sobre Motivación en el Trabajo de Gestión en Enfermería basado en el Intrinsic Motivation Inventory (IMI), que se distribuyó en las Jornadas Nacionales de Supervisoras de Enfermería (Bilbao, 2010). Tras el análisis de los resultados, se obtiene un perfil motivacional que puede orientar a los gestores sanitarios en el rediseño de un sistema de incentivos que, alineado con los valores profesionales, influya en el comportamiento eficiente de los agentes sanitarios, y a invertir en un nuevo tipo de capital que denominamos 'capital motivaciona'(AU)

From the hypothesis that the exclusive use of monetary incentives may undermine intrinsic motivation of health professionals, causing the opposite effect to that intended, this paper analyzes the factors that are associated with intrinsic motivation of professionals responsible for nursing management. To this end, we designed a questionnaire on Work Motivation in Nursing Management based on Intrinsic Motivation Inventory (IMI), which was distributed at the National Conference of Supervisors of Nursing (Bilbao, 2010). After analyzing the results, we obtained a motivational profile that can guide health managers in the redesign of a system of incentives that, aligned with professional values, influence the efficient performance of health workers, and to invest in a new type of capital that we call 'motivational capital'(AU)

How do servant leaders ignite absorptive capacity? The role of epistemic motivation and organizational support / Cómo despiertan los líderes de servicio la capacidad de absorción? El papel de la motivación epistemológica y del apoyo organizativo

This study examines the role of servant leadership in absorptive capacity. Data from manufacturing and service sector organizations found that: a) there was moderation of servant leadership influence on knowledge identification through POS by high need for cognition, b) there was moderation of servant leadership influence on knowledge application through POS by low time pressure, and c) POS mediated relationship between servant leadership and knowledge dissemination. The findings illustrate and support the importance of a comprehensive model integrating servant leadership, POS, and epistemic motivation in determining absorptive capacity (AU)

Este estudio analiza el papel del liderazgo de servicio en la capacidad de ensimismamiento. Los datos procedentes de organizaciones de los sectores industrial y de servicios han observado que: a) se daba una moderación de la influencia del liderazgo de servicio en la detección de conocimientos debida a la percepción de apoyo organizativo por gran necesidad de conocimiento, b) había moderación de la influencia del liderazgo de servicio en la aplicación de los conocimientos a través de la percepción de apoyo organizativo por la baja presión de tiempo y c) la percepción de apoyo organizativo mediaba la relación entre el liderazgo de servicio y la divulgación de los conocimientos. Los resultados ilustran y respaldan la importancia de un modelo global que integre el liderazgo de servicio, la percepción de apoyo organizativo y la motivación epistemológica para determinar la capacidad de absorción (AU)

Mow to Assess, Recognize, and Reward Teamwork.

Although meaicai practice managers often know a lot about how to reward individual employee performance, they may not be as well versed in the best strategies for rewarding teamwork. However, the most effective employee recognition and rewards programs focus on both individual and team performance. This article describes strategies that practice managers can use to reward teamwork without lessening their employees' desire to perform well individually. It describes five possible goals for a team rewards program and 10 practical tips for assessing and rewarding teamwork. This article also identifies three common concerns about rewarding teamwork and strategies for overcoming those concerns. It describes three types of team rewards programs and discusses when to use continuous and intermittent rewards. This article also offers medical practice managers a reliable five-question survey to use with their employees to assess teamwork and suggests a strategy to encourage employees to recognize the teamwork they observe in one another. Finally, this article explores the importance of the medical practice manager's attitude about team recognition and rewards and suggests what to do when the manager is conflicted about the team rewards he or she must give.

Athletes' motivational needs regarding burnout and engagement / Necessidades motivacionais dos atletas a respeito do burnoute do compromisso / Necesidades motivacionales de los atletas respecto al burnout y el compromiso

This study analyzed the relationships between the basic motivational needs, burnout and engagement in soccer players with the aim of finding an explanation for why these athletes stay engaged or burnout. Participants were 227 male Spanish third division soccer players between the ages of 18 and 32 (M = 23.36; SD = 3.63), who completed questionnaires measuring perceived autonomy, perceived competence and the need for relatedness in order to examine basic motivational needs. Athletes also completed questionnaires to analyze burnout and engagement. Soccer players reported moderate satisfaction of psychological needs for competence, autonomy and relatedness, and low to moderate levels of athlete burnout symptoms of emotional exhaustion, reduced personal accomplishment and depersonalization as well as moderate to low burnout factors in the global assessment. In regards to engagement factors, moderate to high levels were reported for vigor, dedication and absorption. The results of the structural equation model showed positive and negative predictions of the basic psychological needs about engagement and burnout respectively. The need for autonomy is the variable that predicts best the symptoms of the athlete burnout and engagement in Spanish third division soccer players. Finally, the reduced personal fulfillment symptom was the psychological need that best predicted the burnout symptoms

Este estudio analizó la relación entre las necesidades motivacionales básicas, burnout y compromiso en futbolistas con el propósito de encontrar una explicación de por qué los deportistas permanecen comprometidos o se queman. Los participantes fueron 227 futbolistas de la tercera división española, entre 18 y 32 años (M = 23.36; DE = 3.63), los cuales completaron cuestionarios para medir la Autonomía percibida, Competencia percibida y la Necesidad de relacionarse con el fin de examinar las necesidades motivacionales básicas. Los deportistas también completaron cuestionarios para analizar el burnout y el compromiso. Los futbolistas informaron de una moderada satisfacción de las necesidades psicológicas para la competencia, la autonomía y la relación y niveles de bajos a moderados en síntomas de burnout como agotamiento emocional, baja realización personal y despersonalización, así como de moderados a bajos en la apreciación global de los factores de burnout. En lo que respecta a los factores de compromiso se informó de niveles de moderados a altos en vigor, dedicación y absorción. Los resultados del modelo de ecuaciones estructurales mostraron predicciones positivas y negativas de las necesidades psicológicas básicas acerca del compromiso y el burnout, respectivamente. La necesidad de autonomía es la variable que predice mejor el síntoma de burnout deportivo y compromiso en futbolistas españoles de tercera división. Por último, los síntomas de reducida realización personal fue la necesidad psicológica que mejor predijo los síntomas de burnout

Este estudo analisou a relação entre as necessidades motivacionais básicas, burnout e compromisso em futebolistas, com o propósito deidentificar uma explicação sobre o porquê dos atletas permanecerem comprometidos ou padecerem de burnout. Os participantes foram 227 futebolistasda terceira divisão espanhola, com idades compreendidas entre os 18 e os 32 anos (M= 23.36; DP= 3.63), os quais completaram os questionários paramedir a Autonomia percebida, Competência percebida e a Necessidade de se relacionar, visando examinar as necessidades motivacionais básicas. Osatletas completaram também questionários para analisar o burnout e o compromisso. Os futebolistas revelaram uma moderada satisfação das necessidadespsicológicas para a competência, autonomia e relação, bem como níveis baixos e moderados na apreciação global dos factores de burnout. No queconcerne aos factores de compromisso, verificaram-se níveis moderados e altos relativamente ao vigor, dedicação e envolvimento. Os resultados domodelo de equações estruturais revelaram predições positivas e negativas das necessidades psicológicas básicas acerca do compromisso e do burnout,respectivamente. A necessidade de autonomia é a variável que prediz melhor o sintoma de burnout desportivo e o compromisso em futebolistas espanhóisda terceira divisão. Por último, a reduzida realização pessoal foi a necessidade psicológica que melhor predizeu os sintomas de burnout

How to avoid 'death by benchmarking'.

Hospitals and health systems should adopt four key principles and practices when applying benchmarks to determine physician compensation: Acknowledge that a lower percentile may be appropriate. Use the median as the all-in benchmark. Use peer benchmarks when available. Use alternative benchmarks.

Salud laboral en un Centro Penitenciario de Chile: una mirada desde las políticas de Recursos Humanos / Laboral health in penitentiary center of Chile: a look from policies of human resources

El presente artículo examina la influencia de las políticas de recursos humanos en variables de salud laboral como el engagement y la satisfacción laboral de funcionarios de un centro Penitenciario de Chile. Se evaluó a 80 funcionarios del Centro de Cumplimiento Penitenciario Femenino de la ciudad de Iquique y los hallazgos demuestran que el 77% y 88%, presentan entre moderado y alto engagement y moderada y alta satisfacción laboral respectivamente. Además, el 24% de la varianza del engagement de los funcionarios, es explicada por las políticas orientadas a promover los Intereses Personales, mientras que el 32 % de la varianza de la satisfacción laboral es explicada por las políticas de autoeficacia e intereses personales. Lo anterior, permite sostener que las políticas de recursos humanos tienen un rol relevante y necesario a la hora de modificar y mejorar los estados de salud laboral de funcionarios de este sector público (AU)

This article examines the influence of human resources policies on occupational health variables, such as engagement and job satisfaction, with regard to Chilean prison employees. 80 workers at the Women’s Prison of Iquique were evaluated and results show that 77% and 88 % have a moderate to high score in terms of engagement and job satisfaction respectively. The 24% variation in engagement of the workers studied can be explained by policies aimed at promoting personal interests, while 32% of the variation in job satisfaction could be explained by policies of self-efficacy and personal interests. The above data permits the assertion to be made that human resources policies have a role that is relevant and necessary to modify and improve the occupational health conditions of these public sector workers (AU)

Gestión y desarrollo del equipo de psicología de un servicio de salud mental / No disponible

Si bien parece obvio, por los estudios previos, y por propia intuición que los equipos motivados obtienen una excelencia en su eficacia laboral, existen pocos estudios que reporten resultados concretos sobre todo en el campo de la salud. Específicamente, en el campo de la salud mental, no existen apenas experiencias en cómo una gestión eficiente del equipo se traduce en una mejora de la satisfacción y eficacia de los profesionales. Este trabajo tiene dos objetivos principales, por una parte describir la metodología realizada en la dirección del equipo de trabajo, y por otra aportar algunos resultados sobre la eficiencia conseguida

While it seems obvious from previous studies, and intuition that motivated teams get an excellence in their work, there are few studies that reports specific results in health work. Specifically, in the area of mental health, there is hardly any experience in how efficient management team results in improved satisfaction and professional effectiveness. This paper has two main objectives, first describe the methodology employed in the direction of the team, and on the other provide some results on the efficiency achieved