Diversity Management as a Tool for Sustainable Development of Health Care Facilities

Nadežda Jankelová, Zuzana Joniaková, Katarína Procházková and Jana Blštáková
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Nadežda Jankelová: Department of management, Faculty of business management, University of Economics in Bratislava, 85235 Bratislava, Slovakia
Zuzana Joniaková: Department of management, Faculty of business management, University of Economics in Bratislava, 85235 Bratislava, Slovakia
Katarína Procházková: Department of management, Faculty of business management, University of Economics in Bratislava, 85235 Bratislava, Slovakia
Jana Blštáková: Department of management, Faculty of business management, University of Economics in Bratislava, 85235 Bratislava, Slovakia

Sustainability, 2020, vol. 12, issue 13, 1-22

Abstract: Organizations providing health services are often criticized because of inadequate and unsuitable management processes or procedures. Today’s challenge is focused on effective management and leadership skills in the area of health care. The aim of the research is to describe, analyze, and evaluate the current state of diversity management in details in the context of human resources management in the selected healthcare facilities. The source of the information was a questionnaire survey. The sample consists of 181 managers from various health care and health service organizations. The method of analysis of variance (ANOVA) was used for data processing. The results were processed in SPSS and Excel programs. Pearson’s coefficient was used to evaluate the cross-correlation of the variables. The level of significance was 5% on both sides. Basic awareness of diversity management in the healthcare facilities is low. Some tools of diversity management are used, but only in isolation, non-conceptually, and unsystematically. The acknowledgment of diversity concept is poor and chaotic. The basic models of this concept defining its goals, activities, programs, responsibilities, and measurements are not known. One of the strong areas of the diversity management in the healthcare facilities is the diversity of working teams. On other hand, the weak side is the diversity as part of the organization culture and diversity as a part of human resource management. The summarizing index Attitudes towards Diversity received a higher average value than the Diversity Management Implementation index. Significant variables influencing the level of aggregate indices were identified: Ownership, size of the organization in terms of number of employees, patients’ satisfaction, and employees’ satisfaction.

Keywords: diversity management; human resources management; healthcare; diversity attitudes; diversity management implementation (search for similar items in EconPapers)
JEL-codes: O13 Q Q0 Q2 Q3 Q5 Q56 (search for similar items in EconPapers)
Date: 2020
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