Introduction: The health system is one of the most complex systems in any country. According to the definition of the World Health Organization, the health caresystem includes health infrastructure that provides a spectrum of programs and services and provides health care to individuals, families and the community. A basichuman right is the right to health care, which includes health activities such as preventive, curative and palliative treatment. The organization of palliative medicineis necessary at all levels of health care.Aims: Situational analysis of the organization of palliative care in the Clinical Center of the University of Sarajevo. Examining the knowledge and approach of healthcareworkers in the process of providing palliative care at the Clinical Center of the University of Sarajevo. To examine the attitude of healthcare workers towards theAwareness and attitudes of nurses of the Clinical center of the University ofSarajevo (ccus) towards the organization of palliative care way palliative care is organized in the Clinical Center of the University of Sarajevo.Material and methods: 141 subjects employed at the Clinical Center of the University of Sarajevo (CCUS) participated in the research. The research is descriptiveand analytical. The results are presented in tables and graphs, chi-square and Fisher’s exact test were used for testing the significance of differences.Results: It was found that there are different knowledge, attitudes and approaches of the respondents regarding the way palliative care is organized, the provision ofservices and treatment in the hospital. The majority of respondents (64%) believe that palliative care should be organized in institutions for palliative care that meetthe conditions of the prescribed standards and criteria for palliative care.Conclusion: Significant differences were found in the knowledge, practice and attitudes of health workers about palliative care.

Introduction: Conflicts are a social phenomenon and occur in all organizations where people work. So, they are inevitable even among nurses, because the work they do is very responsible and stressful. Conflicts of a personal nature are not uncommon, and they are produced by intimacy in the workplace.Methodology: The study was conducted among 146 nurses employed at the Clinical Center of the University of Sarajevo. The study is descriptive, analytical andcomparative. The original author’s questionnaire created on the basis of professional and scientific literature was used as a study instrument. The goal of thestudyisto determine if the conflict situations in nursing clinical practice are related to the dissatisfaction of nurses with working conditions, lack of motivational techniques, poor communication in the team and superior-subordinate relations.Results: Most respondents state that conflict situations are short-lived and do not affect work. Respondents pointed out that the most commoncauses of conflict are poorcommunicationand personal contempt of colleagues (71 or 48.6%), violations of labor regulations and non-performance of work obligations (68 or 46.6%), differences in education (39 or 26.7%), etc. The most common manner that nurses use to resolve conflicts is to exchange information in order to reach a joint decision, to negotiate and seek compromises.Conclusions: Conflicts are manifested in the form of negative emotions, so in this regard, they can have significant negative consequences, and contribute less toimprovement or have a positive effect on the work environment. Communication conflicts between nurses are detrimental to teamwork - negative confrontation between two sides, often revealing anger, not talking for a longer period, or personally standing out at the expense of the other side.

Introduction: Healthcare reengineering is a powerful methodology of change that helps organizations rearrange priorities, provide cost-effective treatment, and increase the quality of patient care.Aim: To determine the attitudes and opinions of healthcare professionals according to the needs for reorganization processes, evaluation of the profession and responsibilities for performing more complex jobs and tasks. Material and methods: The study is theoretical and empirical. An exploratory method and a descriptive analytical method for research using a questionnaire instrument were used to collect secondary data. The study was conducted among 108 healthcare professionals who completed one of the studies at the Faculties of Health Studies in Bosnia and Herzegovina and who are employed in the Public Healthcare Centers of Sarajevo Canton and among 6 managers of regional Healthcare Centers in Sarajevo Canton. Two original author questionnaires created on the basis of practical experience were used as a study instrument. The study was conducted in the period from September 1st to November 30th, 2019.Results: Out of the total number, 87% of respondents believe that they are fully ready to take on new, more demanding tasks within their work, and 67% of them believe that they have enough education to perform more responsible jobs. In most cases, the heads of institutions expressed a positive attitude towards taking on greater obligations and responsibilities in the work process. Only 50% of the heads of institutions state that they have a strategic plan for reorganization and optimization of staff with a degree in healthcare.Conclusion: Healthcare professionals who have completed their studies at Faculties of Health Studies can competently perform more complex and responsible jobs and tasks in health centers with additional training, which is confirmed by their managers. It is necessary to adopt a Strategic Plan for the development, reorganization and optimization of health personnel at the level of primary healthcare, which would significantly improve the quality of work.

Introduction: Our aim was to evaluate quality of life (QOL) as a predictor of work abilities of employees in a tobacco factory.Methods: The study was performed in the period between 2011 and 2012. The sample comprised of 270 workers, males and females, aged from 20-65, with different educational backgrounds. The study was performed as cross-sectional research, on a voluntary basis, using two standardized and anonymous questionnaires: The World Health Organization Quality of Life-Brief Version questionnaire (WHOQOL-BREF) and the Work Ability Index questionnaire (WAI).Results: The participants subjectively perceived high values of QOL in general, with the highest values in the area of living environment. The lowest value was in the area of social interactions. Statistically significant differences were observed in the subjective assessments of QOL, especially in three defined areas (physical health, mental health, and social interactions).  Workers age 50-65 years and workers with basic (primary) level of education exhibited a suboptimal (<70%) values in total value and the values of individually defined areas of QOL.Conclusions: Strong predictors of exemplary work ability of employees are good physical and mental health, younger age, and higher level of education. A link was observed between suboptimal work ability and dissatisfaction with profession and working environment, frequent illness, absenteeism, and exposure to health risks at the workplace.

The study 'Examination of productivity, sustainable working ability and level of engagement in the work of the company' shows the value of salutogenetic productivity, sustainable working ability and degree of involvement of employees in work of company ― 'Sarajevo Tobacco Factory'. Research conducted during the period 2011/2012 includes a sample of 270 employees, male and female working age population in manufacturing and out of the production processes work, aged 20 to 65 years, with different kinds of education and occupation. The study was conducted as a cross-sectional study, on a voluntary basis, using a standardized, anonymous Questionnaire to determine the index of human labor (Human Work Index, HWI). Established a very good value of salutogenetic productivity, interest in work, cooperation and ability to work, didn't show significant differences according to process of labor and occupation, except in dimensions of interest to work of managers and cooperation with managers, who are in category of excellent. Employees with primary level of education and invalids are perceived mediocre values of salutogenetic productivity, labor skills and cooperation, and dimension of interest in category of a very good value. Analysis of personal productivity in context of dimension of work ability and interest for work, shows that sustainable working ability have 204 (76%) employees and unsustainable 44 (16%) employees, of whom 17 (6%) perceived exposure to increased demands of job, and 27 (10%) possibility of alienation at work. Research engagement at work within the context of dimension for work and cooperation, shows that 123 (46%) of employees stated engagement in working for the Company and mutual trust with colleagues, while reduced expectations of the labor organizations have 82 (30%) employees. Deficit of importance and effect of incentive with job subjectively perceived 20 (7%) of employees, while the deficit of integration into working environment with increased possibility of leaving their jobs in next 5 years was found in 45 (17%) of employees.