Vietnam’s healthcare system decentralization : how well does it respond to global health crises such as COVID-19 pandemic?
- Nguyen, Huy, Debattista, Joseph, Pham, Minh, Dao, An, Gilmour, Stuart
- Authors: Nguyen, Huy , Debattista, Joseph , Pham, Minh , Dao, An , Gilmour, Stuart
- Date: 2021
- Type: Text , Journal article , Review
- Relation: Asia Pacific Journal of Health Management Vol. 16, no. 1 (2021), p.
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- Description: This article discussed Vietnam’s ongoing efforts to decentralize the health system and its fitness to respond to global health crises as presented through the Covid-19 pandemic. We used a general review and expert’s perspective to explore the topic. We found that the healthcare system in Vietnam continued to decentralize from a pyramid to a wheel model. This system shifts away from a stratified technical hierarchy of higher- and lower-level health units (pyramid model) to a system in which quality healthcare is equally expected among all health units (wheel model). This decentralization has delivered more quality healthcare facilities, greater freedom for patients to choose services at any level, a more competitive environment among hospitals to improve quality, and reductions in excess capacity burden at higher levels. It has also enabled the transformation from a patient-based traditional healthcare model into a patient-centered care system. However, this decentralization takes time and requires long-term political, financial commitment, and a working partnership among key stakeholders. This perspective provides Vietnam’s experience of the decentralization of the healthcare system that may be consider as a useful example for other countries to strategically think of and to shape their future system within their own socio-political context. Copyright © 2020 Via Medica
- Authors: Nguyen, Huy , Debattista, Joseph , Pham, Minh , Dao, An , Gilmour, Stuart
- Date: 2021
- Type: Text , Journal article , Review
- Relation: Asia Pacific Journal of Health Management Vol. 16, no. 1 (2021), p.
- Full Text:
- Reviewed:
- Description: This article discussed Vietnam’s ongoing efforts to decentralize the health system and its fitness to respond to global health crises as presented through the Covid-19 pandemic. We used a general review and expert’s perspective to explore the topic. We found that the healthcare system in Vietnam continued to decentralize from a pyramid to a wheel model. This system shifts away from a stratified technical hierarchy of higher- and lower-level health units (pyramid model) to a system in which quality healthcare is equally expected among all health units (wheel model). This decentralization has delivered more quality healthcare facilities, greater freedom for patients to choose services at any level, a more competitive environment among hospitals to improve quality, and reductions in excess capacity burden at higher levels. It has also enabled the transformation from a patient-based traditional healthcare model into a patient-centered care system. However, this decentralization takes time and requires long-term political, financial commitment, and a working partnership among key stakeholders. This perspective provides Vietnam’s experience of the decentralization of the healthcare system that may be consider as a useful example for other countries to strategically think of and to shape their future system within their own socio-political context. Copyright © 2020 Via Medica
A systematic review of effort-reward imbalance among health workers
- Nguyen, Huy, Le, Ma, Nguyen, Thanh, Ngoc, Dung, Ngoc, Anh, Nguyen, Phuong
- Authors: Nguyen, Huy , Le, Ma , Nguyen, Thanh , Ngoc, Dung , Ngoc, Anh , Nguyen, Phuong
- Date: 2018
- Type: Text , Journal article , Review
- Relation: International Journal of Health Planning and Management Vol. 33, no. 3 (2018), p. e674-e695
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- Description: The purpose of this article is to systematically collate effort-reward imbalance (ERI) rates among health workers internationally and to assess gender differences. The effort-reward (ER) ratio ranges quite widely from 0.47 up to 1.32 and the ERI rate from 3.5% to 80.7%. Many studies suggested that health workers contribute more than they are rewarded, especially in Japan, Vietnam, Greece, and Germany—with ERI rates of 57.1%, 32.3%, 80.7%, and 22.8% to 27.6%, respectively. Institutions can utilize systems such as the new appraisal and reward system, which is based on performance rather than the traditional system, seniority, which creates a more competitive working climate and generates insecurity. Additionally, an increased workload and short stay patients are realities for workers in a health care environment, while the structure of human resources for health care remains inadequate. Gender differences within the ER ratio can be explained by the continued impact of traditional gender roles on attitudes and motivations that place more pressure to succeed for men rather than for women. This systematic review provides some valued evidence for public health strategies to improve the ER balance among health workers in general as well as between genders in particular. An innovative approach for managing human resources for health care is necessary to motivate and value contributions made by health workers. Copyright © 2018 John Wiley & Sons, Ltd.
- Authors: Nguyen, Huy , Le, Ma , Nguyen, Thanh , Ngoc, Dung , Ngoc, Anh , Nguyen, Phuong
- Date: 2018
- Type: Text , Journal article , Review
- Relation: International Journal of Health Planning and Management Vol. 33, no. 3 (2018), p. e674-e695
- Full Text:
- Reviewed:
- Description: The purpose of this article is to systematically collate effort-reward imbalance (ERI) rates among health workers internationally and to assess gender differences. The effort-reward (ER) ratio ranges quite widely from 0.47 up to 1.32 and the ERI rate from 3.5% to 80.7%. Many studies suggested that health workers contribute more than they are rewarded, especially in Japan, Vietnam, Greece, and Germany—with ERI rates of 57.1%, 32.3%, 80.7%, and 22.8% to 27.6%, respectively. Institutions can utilize systems such as the new appraisal and reward system, which is based on performance rather than the traditional system, seniority, which creates a more competitive working climate and generates insecurity. Additionally, an increased workload and short stay patients are realities for workers in a health care environment, while the structure of human resources for health care remains inadequate. Gender differences within the ER ratio can be explained by the continued impact of traditional gender roles on attitudes and motivations that place more pressure to succeed for men rather than for women. This systematic review provides some valued evidence for public health strategies to improve the ER balance among health workers in general as well as between genders in particular. An innovative approach for managing human resources for health care is necessary to motivate and value contributions made by health workers. Copyright © 2018 John Wiley & Sons, Ltd.
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