Pharmacy Poeldijk (Q4011464): Difference between revisions
Jump to navigation
Jump to search
(Changed an Item: import item from Netherlands) |
(Changed an Item: Adding English translations) |
||||||||||||||
| Property / summary | |||||||||||||||
Poeldijk pharmacy wants to work with its staff on sustainable employability themes: Working pressure and stress reduction; Promote learning culture; Optimise internal and external mobility; Flexible working culture with space for caring and child care tasks. She wants to obtain peace in the organisation alongside input, advice and a step-by-step plan and start the advisory implementation. She does this project because one wants to anticipate the changing world of healthcare, medicine pallet and care allowances on the one hand and the larger group of elderly people in need of care on the other. She therefore wants to become a specialist for “all medicines, health and beauty product advice, healthcare-related questions in healthcare institutions”. This new vision and customer group specialisation requires different skills, behaviour and skills of the staff, more knowledge, communication and presentation skills. Staff are confronted with evil and aggressive older people who do not accept the usefulness of rules imposed by law or insurance. The work coordination between general practitioners and instituting doctors with the pharmacy is not optimal. This also leads to high workload, lack of time during drug issuance and increases the probability of error. The combination of these factors leads to a high workload, a lot of stress and higher absenteeism for staff. This reduces mutual ownership and responsibility and the quality of service is deteriorating. Dialogue on sustainable employability makes these issues negotiable, helps tackle work stress and improves internal mobility and flexibility. It gives room for the fulfilment of personal learning needs, ambitions and entrepreneurship. The organisation of the work and processes is adapted with the involvement of staff. This stimulates self-responsibility and makes people aware of continuing learning to adapt to changed work situations and maintain work. It brings peace and gives visibility to a different and better future. (English) | |||||||||||||||
| Property / summary: Poeldijk pharmacy wants to work with its staff on sustainable employability themes: Working pressure and stress reduction; Promote learning culture; Optimise internal and external mobility; Flexible working culture with space for caring and child care tasks. She wants to obtain peace in the organisation alongside input, advice and a step-by-step plan and start the advisory implementation. She does this project because one wants to anticipate the changing world of healthcare, medicine pallet and care allowances on the one hand and the larger group of elderly people in need of care on the other. She therefore wants to become a specialist for “all medicines, health and beauty product advice, healthcare-related questions in healthcare institutions”. This new vision and customer group specialisation requires different skills, behaviour and skills of the staff, more knowledge, communication and presentation skills. Staff are confronted with evil and aggressive older people who do not accept the usefulness of rules imposed by law or insurance. The work coordination between general practitioners and instituting doctors with the pharmacy is not optimal. This also leads to high workload, lack of time during drug issuance and increases the probability of error. The combination of these factors leads to a high workload, a lot of stress and higher absenteeism for staff. This reduces mutual ownership and responsibility and the quality of service is deteriorating. Dialogue on sustainable employability makes these issues negotiable, helps tackle work stress and improves internal mobility and flexibility. It gives room for the fulfilment of personal learning needs, ambitions and entrepreneurship. The organisation of the work and processes is adapted with the involvement of staff. This stimulates self-responsibility and makes people aware of continuing learning to adapt to changed work situations and maintain work. It brings peace and gives visibility to a different and better future. (English) / rank | |||||||||||||||
Normal rank | |||||||||||||||
| Property / summary: Poeldijk pharmacy wants to work with its staff on sustainable employability themes: Working pressure and stress reduction; Promote learning culture; Optimise internal and external mobility; Flexible working culture with space for caring and child care tasks. She wants to obtain peace in the organisation alongside input, advice and a step-by-step plan and start the advisory implementation. She does this project because one wants to anticipate the changing world of healthcare, medicine pallet and care allowances on the one hand and the larger group of elderly people in need of care on the other. She therefore wants to become a specialist for “all medicines, health and beauty product advice, healthcare-related questions in healthcare institutions”. This new vision and customer group specialisation requires different skills, behaviour and skills of the staff, more knowledge, communication and presentation skills. Staff are confronted with evil and aggressive older people who do not accept the usefulness of rules imposed by law or insurance. The work coordination between general practitioners and instituting doctors with the pharmacy is not optimal. This also leads to high workload, lack of time during drug issuance and increases the probability of error. The combination of these factors leads to a high workload, a lot of stress and higher absenteeism for staff. This reduces mutual ownership and responsibility and the quality of service is deteriorating. Dialogue on sustainable employability makes these issues negotiable, helps tackle work stress and improves internal mobility and flexibility. It gives room for the fulfilment of personal learning needs, ambitions and entrepreneurship. The organisation of the work and processes is adapted with the involvement of staff. This stimulates self-responsibility and makes people aware of continuing learning to adapt to changed work situations and maintain work. It brings peace and gives visibility to a different and better future. (English) / qualifier | |||||||||||||||
point in time: 26 January 2022
| |||||||||||||||
Revision as of 19:46, 26 January 2022
Project Q4011464 in Netherlands
| Language | Label | Description | Also known as |
|---|---|---|---|
| English | Pharmacy Poeldijk |
Project Q4011464 in Netherlands |
Statements
10,000.0 Euro
0 references
20,000.0 Euro
0 references
50.0 percent
0 references
31 March 2017
0 references
31 March 2018
0 references
Apotheek Poeldijk
0 references
2685XW
0 references
Apotheek Poeldijk wil met haar personeel werken aan de duurzame inzetbaarheid thema’s: Werkdruk en stressreductie; Bevorderen leercultuur; Optimaliseren interne en externe mobiliteit; Flexibele werkcultuur met ruimte voor mantel- en kindzorg taken. Zij wil hiermee rust in de organisatie verkrijgen naast input, advies en een stappenplan en beginnen met de adviesimplementatie. Ze doet dit project omdat men wil anticiperen op de sterk en frequenter veranderende zorgwereld, medicijn pallet en zorgvergoedingen enerzijds en de grotere groep zorg behoevende ouderen anderzijds. Zij wil daarom uitgroeien tot specialist voor “alle medicijnen, gezondheids- en schoonheidsproductadvies, zorg-ziekte gerelateerde vragen in zorginstellingen”. Deze nieuwe visie en klantgroep specialisatie vergt andere skills, gedrag en vaardigheden van het personeel, meer kennis, communicatie en presentatievaardigheden. Het personeel wordt geconfronteerd met kwade en agressieve mondigere ouderen die het nut van wettelijk of door verzekering opgelegde regels niet accepteren. De werkafstemming tussen huisartsen en instellingsartsen met de apotheek is niet optimaal. Dit leidt mede tot hoge werkdruk, tijdgebrek tijdens medicijn uitgifte en verhoogt de foutkans. De combinatie van deze factoren leiden tot een hoge werkdruk, veel stress en hoger ziekteverzuim van het personeel. De onderlinge betrokkenheid en verantwoordelijkheid nemen hierdoor af en de kwaliteit van de dienstverlening gaat achteruit. Dialoog rond duurzame inzetbaarheid maakt deze zaken bespreekbaar, helpt de werkstress aanpakken en verbetert de interne mobiliteit en flexibiliteit. Het geeft ruimte voor de invulling van persoonlijke leerbehoefte, ambities en ondernemerschap. De organisatie van het werk en processen worden met inspraak van personeel aangepast. Dit stimuleert eigen verantwoordelijk en maakt mensen bewust om continue te blijven leren als aanpassing op veranderde werksituaties en behoud van arbeid. Het brengt rust en geeft zicht op een andere en betere toekomst. (Dutch)
0 references
Poeldijk pharmacy wants to work with its staff on sustainable employability themes: Working pressure and stress reduction; Promote learning culture; Optimise internal and external mobility; Flexible working culture with space for caring and child care tasks. She wants to obtain peace in the organisation alongside input, advice and a step-by-step plan and start the advisory implementation. She does this project because one wants to anticipate the changing world of healthcare, medicine pallet and care allowances on the one hand and the larger group of elderly people in need of care on the other. She therefore wants to become a specialist for “all medicines, health and beauty product advice, healthcare-related questions in healthcare institutions”. This new vision and customer group specialisation requires different skills, behaviour and skills of the staff, more knowledge, communication and presentation skills. Staff are confronted with evil and aggressive older people who do not accept the usefulness of rules imposed by law or insurance. The work coordination between general practitioners and instituting doctors with the pharmacy is not optimal. This also leads to high workload, lack of time during drug issuance and increases the probability of error. The combination of these factors leads to a high workload, a lot of stress and higher absenteeism for staff. This reduces mutual ownership and responsibility and the quality of service is deteriorating. Dialogue on sustainable employability makes these issues negotiable, helps tackle work stress and improves internal mobility and flexibility. It gives room for the fulfilment of personal learning needs, ambitions and entrepreneurship. The organisation of the work and processes is adapted with the involvement of staff. This stimulates self-responsibility and makes people aware of continuing learning to adapt to changed work situations and maintain work. It brings peace and gives visibility to a different and better future. (English)
26 January 2022
0 references
Identifiers
2017EUSF201369
0 references