Browdy J D
Health Care Superv. 1992 Sep;11(1):1-10.
The myriad complex issues facing health care today require that hospitals and other health care organizations be able to attract and retain the most competent executive and management talent. These individuals are seeking recognition and reward for their successes. They are unafraid of working within the parameters of specific, well-defined goals and objectives and indeed welcome the opportunity to prove their abilities. They do not respond to the traditional annual longevity increase. This change in attitude has come as a shock to "old school" health care professionals and trustees who felt altruism and service motives should transcend compensation. But even these individuals now recognize that the times and conditions require more progressive and realistic attitudes on their part. On the other hand, those health care managers who are averse to risk and competition find the changing attitudes and programs traumatic. As dedicated as these individuals are to their professions and institutions, they will have to become accustomed to working within systems that heretofore may have been foreign to them. When such programs are implemented in their institutions they will not find solace in leaving for another organization. The respite will be short lived before the times catch up with them again.
当今医疗保健面临的众多复杂问题要求医院和其他医疗保健组织能够吸引并留住最有能力的行政和管理人才。这些人追求因自身的成功而获得认可和奖励。他们不怕在明确具体的目标和宗旨范围内工作，实际上还欢迎有机会证明自己的能力。他们对传统的逐年涨薪方式并不买账。这种态度的转变让那些秉持利他主义和服务动机应超越薪酬观念的“老派”医疗保健专业人员和受托人感到震惊。但即便这些人现在也认识到，时代和形势要求他们采取更进步、更现实的态度。另一方面，那些厌恶风险和竞争的医疗保健管理人员发现这种态度和方案的转变令人痛苦。尽管这些人对自己的职业和机构尽心尽力，但他们将不得不习惯在以前可能并不熟悉的体系内工作。当这些方案在他们所在的机构实施时，他们不会因跳槽到另一个组织而得到解脱。在时代再次追上他们之前，这种喘息只会是短暂的。
