Rev. enferm. Inst. Mex. Seguro Soc; 11 (3), 2003
Publication year: 2003
Metodología:
Se evalúo la asertividad y no asertividad en las enfermeras jefes de piso (gerentes) del HECMN La Raza, mediante la aplicación del Inventario de Asertividad de Gambrill y Richey (1975), teniendo como universo de trabajo 86 gerentes, de los diferentes turnos institucionales.
Resultados:
Del universo de trabajo se evaluaron 57 gerentes obteniendo diferentes tipos de conductas: En donde el mayor número de enfermeras tienen un grado de incomodidad promedio (PR) 29 (50.88%) y asertivas 23 (40.35%).
Discusión y conclusiones:
La asertividad es la forma de afrontar las situaciones que se nos presentan sin embargo en la práctica vemos que la causa global de conflictos laborales son de tipo conductual que repercuten gravemente en la calidad de atención al cliente o usuario, haciendo necesaria la enseñanza de actitudes asertivas.
Introduction:
Assertiveness means as the behavior that affirms, endorses or ratifies the own opinions in interpersonal situations and it makes and maintains self back ups as a consequence, without using aversive behavior for others.
Objective:
To identify the assertive-not assertive behavior of nursing managers' staff during the management of processes.
Methodology:
It was evaluated the assertiveness-not assertiveness of 86 nursing managers of different shifts from HECMN La Raza throughout the Gambrill &Richey Assertiveness Inventory Survey.
Results:
57 managers were evaluated obtaining different kinds of behaviors. The biggest percentage was 50.88 % (29) in Deficit of Behaviors, in contrast of 40.35% (23) in Assertive Behavior.
Discussion and Conclusions:
Assertiveness is the way to face diverse situations what are going on daily. However, during the professional practice it can see that the global cause of labor conflicts is from behavioral issue which rebound as a major concern on the delivery care quality what makes a necessity of teaching assertive attitudes.
