{"title":"卫生工作者和主管的关系","authors":"J. Speers","doi":"10.4315/0022-2747-24.11.338","DOIUrl":null,"url":null,"abstract":"The health officer and the sanitarian both tend to be independent, strongly-motivated men. Differences in training, and in their location in the heirarchy of public health organization may easily create opportunities for conflict. Conflict occurs whenever director and sanitarian act on the basis of hiding or compensating for real or imagined personality defects. Conflict can be prevented by self-understanding and by understanding and respect for others. This brings about concrete program achievement, and job satisfaction for all.","PeriodicalId":16561,"journal":{"name":"Journal of milk and food technology","volume":"91 1","pages":"338-341"},"PeriodicalIF":0.0000,"publicationDate":"1961-11-01","publicationTypes":"Journal Article","fieldsOfStudy":null,"isOpenAccess":false,"openAccessPdf":"","citationCount":"0","resultStr":"{\"title\":\"THE SANITARIAN-DIRECTOR RELATIONSHIP1\",\"authors\":\"J. Speers\",\"doi\":\"10.4315/0022-2747-24.11.338\",\"DOIUrl\":null,\"url\":null,\"abstract\":\"The health officer and the sanitarian both tend to be independent, strongly-motivated men. Differences in training, and in their location in the heirarchy of public health organization may easily create opportunities for conflict. Conflict occurs whenever director and sanitarian act on the basis of hiding or compensating for real or imagined personality defects. Conflict can be prevented by self-understanding and by understanding and respect for others. This brings about concrete program achievement, and job satisfaction for all.\",\"PeriodicalId\":16561,\"journal\":{\"name\":\"Journal of milk and food technology\",\"volume\":\"91 1\",\"pages\":\"338-341\"},\"PeriodicalIF\":0.0000,\"publicationDate\":\"1961-11-01\",\"publicationTypes\":\"Journal Article\",\"fieldsOfStudy\":null,\"isOpenAccess\":false,\"openAccessPdf\":\"\",\"citationCount\":\"0\",\"resultStr\":null,\"platform\":\"Semanticscholar\",\"paperid\":null,\"PeriodicalName\":\"Journal of milk and food technology\",\"FirstCategoryId\":\"1085\",\"ListUrlMain\":\"https://doi.org/10.4315/0022-2747-24.11.338\",\"RegionNum\":0,\"RegionCategory\":null,\"ArticlePicture\":[],\"TitleCN\":null,\"AbstractTextCN\":null,\"PMCID\":null,\"EPubDate\":\"\",\"PubModel\":\"\",\"JCR\":\"\",\"JCRName\":\"\",\"Score\":null,\"Total\":0}","platform":"Semanticscholar","paperid":null,"PeriodicalName":"Journal of milk and food technology","FirstCategoryId":"1085","ListUrlMain":"https://doi.org/10.4315/0022-2747-24.11.338","RegionNum":0,"RegionCategory":null,"ArticlePicture":[],"TitleCN":null,"AbstractTextCN":null,"PMCID":null,"EPubDate":"","PubModel":"","JCR":"","JCRName":"","Score":null,"Total":0}
The health officer and the sanitarian both tend to be independent, strongly-motivated men. Differences in training, and in their location in the heirarchy of public health organization may easily create opportunities for conflict. Conflict occurs whenever director and sanitarian act on the basis of hiding or compensating for real or imagined personality defects. Conflict can be prevented by self-understanding and by understanding and respect for others. This brings about concrete program achievement, and job satisfaction for all.
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