Internal communication as a managerial discipline has become important as a managerial discipline only recently. By its gradual development, it is now perceived as a tool, which -when working efficiently -can become a strong motivator, however, on the other hand a strong distress factor as well. Functioning internal communication becomes an important work condition and its content is connected to marketing, human resources and managerial work with its most important aims, i.e. to focus on ensuring information support, setting processes for work performance, making conditions for cooperation and climate for desired work performance and staff attitudes.Internal communication had to fight for its place by its gradual development connected to perception of the employee as one of the greatest asset for the company and as a company competitive advantage. Companies realize that communication helps employees understand what is demanded from them. Communication has recently moved its focus on sharing company goals and on the fact that its efficiency is manageable by system settings from the top of the company (top-down approach). The managers in successful companies realize their responsibility for both the company and their own communication in the company. Internal communication, thus, becomes a natural part of the whole business communication. Currently this communication is challenged by new technologies and globalization, which can mislead out attention from its basic importance, i.e. internal communication as a part of strategy management, and it ought to be managed by the system that can create the frame for effective communication [6]. And moreover, how efficiently the companies communicate to their stakeholders will determine how successful a firm is internationally. Internal communication is an integral part of all company communication and therefore it should be implemented in the whole company strategy [8], [11]. Theoretical Background: Internal Communication as a Strategic and Systematic IssueInternal communication has a crucial importance on the staff engagement, which increases profitability of a company and supports its competitiveness as the research by Gallup [7]. The management of internal communication represents and includes, as mentioned above, the activities of human resources management, marketing communication and management as such. Therefore it is not a simple and straightforward activity but goes through all the company processes.It has been observed that the internal communication process is generally not considered and solved systematically in small companies up to 25 employees. Active management of internal communication processes is connected with the increase in number of employees. In these small companies the meaning of internal communication is dispraised by the management and quite often the managers do not comprehend the system complexity of internal communication processes. In practice, the companies have to handle external communication on a daily basis, prefer the external partne...

Background: It is expected that health care will be provided at the highest quality. To achieve a high level of quality in nursing perioperative care is necessary the continuous monitoring, measurement and subsequent evaluation of quality indicators. Perioperative care is defined as care for a patient before, during and immediately aer the end of the operation. An audit is appropriate instrument for the monitoring of quality of care. Audits inspect the status of the established processes and lead to the prevention of risks. e quality of perioperative care focuses on the safety and health protection as patients so staffs of operating theatres. Aim: e aim of the paper is to present the checklist, designed for audits of nursing perioperative care. is paper describes a methodology of making the checklist and the procedure was validated. Another aim is to present the results of the external audits, when the proposed checklist was used. Methods: e first step in the research framework was extensive search of relevant legislation and literature in the databases Scopus and Medline for the period 2010-2015. en the checklist for nursing audits on the operating theatres was designed. e checklist was evaluated by a pilot audit and expert interviews with experts. Reliability and validity of the checklist was verified by the five audits of nursing perioperative care and with comparison of the audit´s results. e audit was realized in the course of the entire perioperative process,

Background: Job satisfaction factors that are significant include managers´ concern for people, their style of leadership, and management systems. For these reasons, managerial communication skills should also be an important topic included in hospital lifelong learning courses, with the ultimate goal of increasing job satisfaction. This article presents an evidence-based strategy to engage relevant stakeholders. Methods: To monitor and rate job satisfaction, a quantitative survey inspired by the Gallup questionnaire was used. Furthermore, managers' communication skills were measured by Dewhurst and FitzPatrick's Communication Competencies Model in a quantitative survey conducted during an educational workshop. Both surveys are part of a strategy to engage relevant stakeholders in implementation of evidence-based practice step by step. Results: The results of a job satisfaction survey initiated the decision to support efforts aiming to improve managerial communication competencies. Based on statistical analysis, the findings confirmed the existence of a discrepancy between needs and skills of the managers for all the measured competencies, thus identifying an opportunity for improvement. Conclusions: All findings of the survey demonstrate that communication competencies are important. The model of communication competencies enabled detailed identification of which skills should be developed. The individual steps of continuous improvement correspond with the evidence-based implementation strategy and should lead to improvement of job satisfaction as part of the long-term goal.

Aim: The main aim was to describe the current state of perioperative safety processes with reference to perioperative nurses' work. Design: To achieve the stated goal, a custom-built "ad hocˮ research design was created, using a combination of qualitative and quantitative methods. The findings of the exploratory qualitative survey were verified by the quantitative survey focused on in this article. Methods: The exploratory survey and Surgical Safety Checklist were the basis for a questionnaire which was designed to be used as a tool for investigation among a set of perioperative nurses in Czech hospitals. The target group of respondents was operating room managers, one representative per healthcare institution. The obtained data were analysed by exploratory statistical methods. Results: More than 96% of the healthcare institutions included in the research sample have formally established procedures: patient identification, verification of the type and side of the operation, checks for patient's history of allergies, and checks of the number of medical devices (n = 68). The survey showed that the respondents perceive safety checks to be of utmost importance in the perioperative procedure (modal value of seven on a scale from one to seven). Conclusion: Using the Surgical Safety Checklist should lead to safety improvements in nursing perioperative care. In most cases, the nursing safety practices formally introduced at respondents' workplaces correspond to WHO recommendations in the form of this Checklist.

Katedra informatiky, managementu a radiologie, Fakulta zdravotnických studií, Univerzita Pardubice ABSTRAKT Cíl: Cílem výzkumného šetření bylo zjistit stav a význam interní komunikace v konkrétním zdravotnickém zařízení a doporučit opatření k jejímu zlepšení. Metody: V souladu s cílem práce byl proveden kvalitativní výzkum formou hloubkových rozhovorů s top managementem nemocnice, a také proběhla analýza základních předpokladů (prvků) efektivní interní komunikace. Byly identifi kovány hlavní faktory ovlivňující interní komunikaci a jejich vliv a význam byl následně ověřován kvantitativním výzkumem -dotazníkovým šetřením mezi zaměstnanci. Výsledky: Byly potvrzeny hypotézy o významu interní komunikace a jejího vlivu na pracovní chování a výkony, byly zhodnoceny základní předpoklady pro efektivní interní komunikaci a doporučeno jejich konkrétní zlepšení. Závěr: Lze konstatovat, že se potvrdil signifi kantní význam interní komunikace ve zkoumané nemocnici. Pracovníci vnímají interní komunikaci jako důležitou a shodují se, že ovlivňuje jejich pracovní výkon a pracovní chování a jednání. Nemocnice neměla správně nastavené některé předpoklady pro fungování interní komunikace, ale následně přijala opatření k jejich zlepšení.ABSTRACT Aim: Th e aim of the research was to describe the status and importance of internal communications in a hospital and recommend proposals for its improvement. Methods: Th ere is analysis of internal communication according own methodology -key assumptions of eff ective internal communication. Qualitative research through depth interviews with top management of the hospital identifi ed the main factors aff ecting internal communication, its eff ect and meaning was tested by quantitative research -questionnaire survey of employee's views. Results: Th e hypotheses the importance of internal communication and its impact on work behaviour and performance were confi rmed. Internal communication was evaluated by the basic assumptions of internal communication were evaluated and recommended its improvement. Conclusion: Workers perceive internal communication as an important and agree that aff ects their job performance and work behaviour. Th e hospital did not properly set some of main assumptions for the functioning of internal communication. Management adopted proposals of improvement. KLÍČOVÁ SLOVA interní komunikace, management, nemocnice KEY WORDS internal communication, management, hospital ÚVOD DO PROBLEMATIKYPoslední průzkum Evropské agentury pro bezpečnost a ochranu zdraví při práci (EASHW) přinesl žebříček nejčetnějších zdrojů pracovního stresu. V celkovém vý-sledku zahrnujícím nejen členské země EU (celkem 31) se na čelních místech stresorů objevuje jak komunikace mezi vedením a zaměstnanci, tak nedostačující komunikace mezi zaměstnanci navzájem. V České republice se dokonce na prvních třech místech bezkonkurenčně objevuje špatná komunikace, a to mnohem výrazněji než v jiných zemích. Celých 62 % pracovníků souhlasí s tvrzením, že jim potíže při výkonu práce způsobuje