UMC Utrecht (Q3999048): Difference between revisions
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(Changed label, description and/or aliases in it, and other parts: Adding Italian translations) |
(Changed label, description and/or aliases in en, and other parts: Adding English translations) |
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UMC Utrecht | |||||||||||||||
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In the cardiology department of UMC Utrecht, 44 employees work and we mainly treat patients with heart disease, such as angina pectoris, myocardial infarction, arrhythmias, heart inflammation or heart failure. Some of the patients come for screening for a heart transplant, a heart valve replacement, heart examinations or an ablation. We are dealing with motivated employees who, of course, keep track of their technical knowledge. Our employees are facing many changes in their working environment. This includes organisational changes, increasing demands from medical colleagues, patients and associated family members, influx of younger colleagues with a different involvement in the work, etc. It is striking that employees do not or hardly invest in increasing the non-directly professional competences such as working together under pressure, communication, mental resilience and power of change. With this project we want to change and work on strengthening the learning culture within the department. The UMC wants employees to actively work on their careers, health and employability. We expect employees to continue to develop widely, to be able to respond to new themes in change and to be aware and remain aware of their labour market position. The starting point is that employees take responsibility and facilitate the UMC where that is possible. (English) | |||||||||||||||
| Property / summary: In the cardiology department of UMC Utrecht, 44 employees work and we mainly treat patients with heart disease, such as angina pectoris, myocardial infarction, arrhythmias, heart inflammation or heart failure. Some of the patients come for screening for a heart transplant, a heart valve replacement, heart examinations or an ablation. We are dealing with motivated employees who, of course, keep track of their technical knowledge. Our employees are facing many changes in their working environment. This includes organisational changes, increasing demands from medical colleagues, patients and associated family members, influx of younger colleagues with a different involvement in the work, etc. It is striking that employees do not or hardly invest in increasing the non-directly professional competences such as working together under pressure, communication, mental resilience and power of change. With this project we want to change and work on strengthening the learning culture within the department. The UMC wants employees to actively work on their careers, health and employability. We expect employees to continue to develop widely, to be able to respond to new themes in change and to be aware and remain aware of their labour market position. The starting point is that employees take responsibility and facilitate the UMC where that is possible. (English) / rank | |||||||||||||||
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| Property / summary: In the cardiology department of UMC Utrecht, 44 employees work and we mainly treat patients with heart disease, such as angina pectoris, myocardial infarction, arrhythmias, heart inflammation or heart failure. Some of the patients come for screening for a heart transplant, a heart valve replacement, heart examinations or an ablation. We are dealing with motivated employees who, of course, keep track of their technical knowledge. Our employees are facing many changes in their working environment. This includes organisational changes, increasing demands from medical colleagues, patients and associated family members, influx of younger colleagues with a different involvement in the work, etc. It is striking that employees do not or hardly invest in increasing the non-directly professional competences such as working together under pressure, communication, mental resilience and power of change. With this project we want to change and work on strengthening the learning culture within the department. The UMC wants employees to actively work on their careers, health and employability. We expect employees to continue to develop widely, to be able to respond to new themes in change and to be aware and remain aware of their labour market position. The starting point is that employees take responsibility and facilitate the UMC where that is possible. (English) / qualifier | |||||||||||||||
point in time: 16 January 2022
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Revision as of 09:27, 16 January 2022
Project Q3999048 in Netherlands
| Language | Label | Description | Also known as |
|---|---|---|---|
| English | UMC Utrecht |
Project Q3999048 in Netherlands |
Statements
50.0 percent
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4 June 2019
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4 June 2021
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UMC Utrecht
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Q3986966 (Deleted Item)
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3584cx
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Op de verpleegafdeling cardiologie van het UMC Utrecht werken 44 medewerkers en behandelen we voornamelijk patiënten met een hartziekte, zoals angina pectoris, hartinfarct, hartritmestoornissen, ontstekingen aan het hart of hartfalen. Een deel van de patiënten komt voor screening voor een harttransplantatie, een hartklepvervanging, hartonderzoeken of een ablatie. We hebben te maken met gemotiveerde medewerkers die vanzelfsprekend hun technische kennis bij houden. Onze medewerkers hebben te maken met veel veranderingen in hun werkomgeving. Daarbij gaat het om organisatieveranderingen, toenemende eisen vanuit medische collega’s, patiënten en betrokken familieleden, instroom van jongere collega’s met een andere betrokkenheid bij het werk etc. Het valt op dat medewerkers niet of nauwelijks investeren in het vergroten van de niet direct vakinhoudelijke competenties zoals samenwerken onder druk, communicatie, mentale veerkracht en veranderkracht. Daar willen we met dit project verandering in brengen en werken aan het versterken van de leercultuur binnen de afdeling. Het UMC wil dat medewerkers actief werken aan hun loopbaan, gezondheid en employability. We verwachten dat medewerkers zich breed blijven ontwikkelen, kunnen inspelen op nieuwe thema’s mee kunnen bewegen in veranderingen en dat zij zich bewust zijn en blijven van hun arbeidsmarktpositie. Uitgangspunt is dat medewerkers hun verantwoordelijkheid nemen en het UMC faciliteert waar dat kan. (Dutch)
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En el departamento de cardiología de UMC Utrecht, trabajan 44 empleados y tratamos principalmente a pacientes con cardiopatías, como angina de pecho, infarto de miocardio, arritmias, inflamación cardíaca o insuficiencia cardíaca. Algunos de los pacientes vienen para la detección de un trasplante de corazón, un reemplazo de válvula cardíaca, exámenes cardíacos o una ablación. Estamos tratando con empleados motivados que, por supuesto, hacen un seguimiento de sus conocimientos técnicos. Nuestros empleados se enfrentan a muchos cambios en su entorno laboral. Esto incluye cambios organizativos, crecientes demandas de colegas médicos, pacientes y familiares asociados, afluencia de colegas más jóvenes con una participación diferente en el trabajo, etc. Es sorprendente que los empleados no inviertan o apenas inviertan en aumentar las competencias no directamente profesionales, como trabajar juntos bajo presión, comunicación, resiliencia mental y poder de cambio. Con este proyecto queremos cambiar y trabajar en el fortalecimiento de la cultura del aprendizaje dentro del departamento. La UMC quiere que los empleados trabajen activamente en sus carreras, salud y empleabilidad. Esperamos que los empleados sigan desarrollándose ampliamente, puedan responder a nuevos temas de cambio y sean conscientes y sigan siendo conscientes de su posición en el mercado laboral. El punto de partida es que los empleados asumen la responsabilidad y facilitan la UMC cuando esto es posible. (Spanish)
16 January 2022
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Nel dipartimento di cardiologia di UMC Utrecht, 44 dipendenti lavorano e trattiamo principalmente pazienti con malattie cardiache, come angina pectoris, infarto miocardico, aritmie, infiammazione cardiaca o insufficienza cardiaca. Alcuni pazienti vengono per lo screening per un trapianto di cuore, una sostituzione della valvola cardiaca, esami cardiaci o un'ablazione. Abbiamo a che fare con dipendenti motivati che, naturalmente, tengono traccia delle loro conoscenze tecniche. I nostri dipendenti stanno affrontando molti cambiamenti nel loro ambiente di lavoro. Ciò comprende cambiamenti organizzativi, crescenti richieste da parte di colleghi medici, pazienti e familiari associati, afflusso di colleghi più giovani con un diverso coinvolgimento nel lavoro, ecc. È sorprendente che i dipendenti non investano o difficilmente investano nell'aumento delle competenze non direttamente professionali, come la collaborazione sotto pressione, la comunicazione, la resilienza mentale e il potere del cambiamento. Con questo progetto vogliamo cambiare e lavorare per rafforzare la cultura dell'apprendimento all'interno del dipartimento. La UMC vuole che i dipendenti lavorino attivamente sulla loro carriera, salute e occupabilità. Ci aspettiamo che i dipendenti continuino a svilupparsi ampiamente, siano in grado di rispondere a nuovi temi in cambiamento e di essere consapevoli e rimanere consapevoli della loro posizione sul mercato del lavoro. Il punto di partenza è che i dipendenti si assumono la responsabilità e facilitano la UMC ove ciò sia possibile. (Italian)
16 January 2022
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In the cardiology department of UMC Utrecht, 44 employees work and we mainly treat patients with heart disease, such as angina pectoris, myocardial infarction, arrhythmias, heart inflammation or heart failure. Some of the patients come for screening for a heart transplant, a heart valve replacement, heart examinations or an ablation. We are dealing with motivated employees who, of course, keep track of their technical knowledge. Our employees are facing many changes in their working environment. This includes organisational changes, increasing demands from medical colleagues, patients and associated family members, influx of younger colleagues with a different involvement in the work, etc. It is striking that employees do not or hardly invest in increasing the non-directly professional competences such as working together under pressure, communication, mental resilience and power of change. With this project we want to change and work on strengthening the learning culture within the department. The UMC wants employees to actively work on their careers, health and employability. We expect employees to continue to develop widely, to be able to respond to new themes in change and to be aware and remain aware of their labour market position. The starting point is that employees take responsibility and facilitate the UMC where that is possible. (English)
16 January 2022
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Identifiers
2019EUSF201614
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