Radka Prokešová

A profile of manager represents characteristics of a person performing a managerial position, i.e., it includes qualities such as knowledge, skills, and competencies within a specific specialty that provides the ability to carry out managerial duties and responsibilities successfully. The reason for obtaining this information is to build a profile of managers in organizations providing social care, as this area has not been elaborated in detail in the Czech Republic.
This study aims to identify and describe the profiles of managers in organizations providing social services in the South Bohemian Region. The study was conducted using semi-structured interviews with 24 managers of selected organizations providing social services in the South Bohemian Region until the information obtained was sufficient. Data were processed using open, selective, and axial coding.
Managers were asked about their job descriptions, their skills and education, and the specifics of their duties and responsibilities within their organizations. The results show that manager profiles are influenced by the type of organization and the organization’s funding. The results of the study showed that specific managerial duties and responsibilities are based on the type of social service provided. These duties and responsibilities are also based on the clients of services and the frequency of services provided.

Acknowledgment
This study was financially supported by the project “Selected aspects of social work management”, registration number GAJU 052/2019/S (Grant Agency of the University of South Bohemia in České Budějovice).

Clinical risk management (CRM) is a specific form of risk management used in hospitals that focuses directly on clinical processes and indirectly on patient-related processes as well as on individuals, including their potential to make mistakes. The aim of this study was to describe and analyze the central CRM coordination in hospitals using the Czech version of the CRM monitoring tool developed for hospital environments. Quantitative research consisted of collecting and evaluating data using statistical methods. The research set consisted of responses from 53 participating hospitals recorded in the Czech version of the CRM monitoring tool. The results did not identify statistically significant differences among types of hospitals in terms of whether or not a person responsible for the central coordination of clinical risk management activities is designated in them. According to the findings, this fact does not affect the type of hospital or whether it is a public or private hospital. The paper also show that most hospitals have one person responsible for coordinating CRM who is often also employed as the hospital’s quality manager. In faculty hospitals, the person responsible for CRM is often a subordinate to the medical director or the deputy for medical care, etc. In city and other hospitals, they are usually directly subordinate to the director. The study showed that the person responsible for clinical risk management most often holds the quality manager position in hospitals.

Acknowledgment
This contribution was supported by the Faculty of Health and Social Sciences of the University of South Bohemia in České Budějovice as part of an individual internal research project of the ZSF USB entitled “Utilization of Clinical Risk Management in the Environment of Czech Hospitals” funded by the ZSF USB RVO.

Missed and unfinished nursing care in hospitals depends on the quality of human resources. This paper aims to analyze the influence of selected work characteristics on missing and incomplete nursing care in inpatient wards of Czech hospitals. The relationship between the rate of missed and unfinished nursing care and selected work characteristics was studied using the Czech version of the standardized questionnaire, the MISSCARE Survey. The study was conducted from September 26, 2021, to October 15, 2021. Controlled interviews with 1,205 nurses working in ward blocks in Czech hospitals were used. The research results showed statistically significant connections between selected work characteristics and missed and unfinished nursing care. Nurses with the highest level of education (Master, Ph.D.), nurses with specialized education, nurses with the lowest number of working hours (less than 30 hours per week), and nurses with the highest number of years of work experience (21 years and over) show a significantly lower rate of missed nursing care. Nurses from surgical departments, specialist nurses, and nurses with the highest education (Master, Ph.D.) report statistically significantly lower unfinished care levels. In contrast, nurses from regional/district hospitals, practical nurses/nursing assistants, and nurses with the lowest education (secondary school of nursing) report significantly higher unfinished nursing care levels. The information obtained can be used to improve nursing processes in the identified weak parts, strategic planning of nursing care, and sufficient personnel.

Acknowledgments
I would like to express my gratitude to co-authors and other members of the research team – Hana Hajduchová, Chloubová Ivana, Hana Kubešová, Josef Malý, Martin Doseděl, Ondřej Tesař, and Kateřina Malá-Ládová, without whose support the article could not have been published.
Supported by the Ministry of Health of the Czech Republic, grant no. NU20-09-00257. All rights reserved.

The war against Ukraine has led to a substantial influx of Ukrainian migrants into many countries, including the Czech Republic. As these migrants navigate the integration process, a key aspect of their journey is often their entry into the Czech labor market. The paper aims to identify and analyze selected socio-economic aspects associated with the integration of Ukrainian immigrants, with a specific focus on their Czech language fluency, length of stay in the Czech Republic, and the underlying reasons for their migration. This quantitative research was conducted using a self-designed questionnaire. Data collection took place in the first half of 2023. The sample consisted of 158 Ukrainian immigrants. The results showed statistically significant connections between the subjective assessment of how the respondents communicate in the Czech language with the field in which they work (p < 0.05), the perception of economic status (p < 0.001), the subjective assessment of the difficulty of finding a job (p < 0.001), satisfaction with work (p < 0.005), and intention to change jobs (p < 0.005). Additionally, there are correlations between length of stay and use of original qualification (p < 0.01), reasons for migration and difficulty finding work (p < 0.05), and between subjective evaluation of the difficulty of finding a job in the Czech Republic in relation to coming to the Czech Republic (p < 0.01). The results can be used by counseling centers for foreigners and potential employers to improve Ukrainian employment opportunities in the Czech labor market.

Acknowledgments
This study is supported by the project GA JU 101/2022/S “Selected aspects of integrating foreigners living in the Czech Republic from the perspective of society and the labor market.”