INTERDEPENDENCE OF VALUES SHARED BY HEALTHCARE ORGANIZATION WORKERS AND QUALITY OF PROVIDING SERVICES TO PATIENTS

The current paper examines the characteristics of signs of three degrees of authoritative culture in a medicinal services place: the degree of ancient rarities, of qualities and of hidden presumptions. The main level is resolved through the normal "quiet day" factor, which suggests the level of aggregate sum of clinical administrations# gave. The subsequent level is resolved through the degree of word related burnout of social insurance laborers. It shows itself through the sort of authoritative culture and the file of staff's unwaveringness to a clinical office. The third level shows itself through the boundaries of the worth profile of staff individuals having a place with independent clinical offices. The boundaries of the third degree of authoritative culture were for the most part inspected in the current paper. The creators built up a hypothetical model of the degree of hidden presumptions of the authoritative culture in the circumstance of expert vulnerability. For every one of the key pointers there were determined individual frameworks of estimations of medicinal services laborers. For the pointer "receptiveness to change" these qualities are self-heading, incitement and gratification; for the marker "self-upgrade" they are accomplishments and force; for the pointer "preservation" – security, conventions, congruity; for the pointer "self-greatness" – kindheartedness and universalism. The paper gives the aftereffects of contrasting the structures of various worth frameworks and portrays the hole between moral perspectives and individual inclinations in conduct of the laborers of two medical procedure units in the multi-claim to fame Moscow city emergency clinic. The exploration was directed according to the target boundaries of staff exercises of the divisions viable. Schwartz individual qualities poll was utilized as the indicative test instrument. It was expected that target boundaries of work productivity in two comparative offices rely upon a worth profile of the center staff – the change chiefs. The hole between moral standards and individual inclinations of the heads of two medical procedure units viable contrasts by roughly multiple times, of specialists – by multiple times, of attendants – no distinction in holes was watched. The examination performed is the execution of the main stage – recognizing idiosyncrasies of hierarchical culture of social insurance laborers. The information got inside this examination ought to be considered when working out a PCDA cycle for a change chief. The cycle introduced in the current work can be actualized when holding a lot of certain gathering occasions called balance meetings. During such meetings, heads of offices and medical attendants showcase their cooperation. Execution of specific cases has become the fundamental type of work