Abstract

Continuous Medical Education (CME) is becoming a minimum condition for adapting to today's changes and achieving success in professional and personal fields.The aim of this paper is a comparative analysis of CME in Serbia, the European Union, and the United Kingdom; US, Russian Federation and Iran. The aim of this comparative study was to assess the main countryspecific institutional settings applied by governments. Methods: A common scheme of analysis was applied to investigate the following variables: CME institutional framework; benefits and/or penalties to participants; types of CME activities and system of credits; accreditation of CME providers and events; CME funding and sponsorship. The analysis involved reviewing the literature on CME policy. Results: The US system has clear KME boundaries because it is implemented solely by credentialed institutions that organize dedicated meetings with the clear purpose of educating medical professionals.The European Union has not yet been able to reconcile the differences it has inherited from its members. Only "general" conditions are defined. Continuing medical education cannot be arbitrary, like any other organizational process. Everything has to be controlled in advance. Education in the Russian Federation is regulated by the law, Art. 2 and must be viewed as a whole. Doctors and healthcare professionals and their associates earn points through accredited continuing education programs for obtaining and renewing licenses of the Serbian Medical Chamber and KMSZTS - Chamber of Nurses and Health Technicians of Serbia. The Ordinance establishes the conditions for issuing, renewing and revoking the license for independent work, ie. License to Healthcare Professionals. (RS Official Gazette 102/2015) Conclusin: This comparative exercise provides an overview of the CME policies adopted by analyzed countries to regulate both demand and supply. The substantial variability in the organization and accreditation of schemes indicates that much could be done to improve effectiveness. Although further analysis is needed to assess the results of these policies in practice, lessons drawn from this study may help clarify the weaknesses and strengths of single domestic policies in the perspective.

Highlights

  • Research on workplace attitudes is one of the most common topics in organizational psychology

  • The results obtained in this study are in agreement with those of other authors, who noted the short-term positive effect of job loss risk and its destructive longitudinal effect. These results provide a positive answer to the question: longterm exposure to the employee's job insecurity leads to poor emotional attitude towards the job and lowering their work performance, as evidenced by the dynamics of the energy indicator

  • For the recipient country to benefit from the investment, the foreign investor must provide a sufficient number of jobs, employee salaries following the principle of marketability, and that the business generated by the investment is not predominantly export-oriented

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Summary

Introduction

Research on workplace attitudes is one of the most common topics in organizational psychology. Judge and Kammeyer-Mueller (2012) define attitude toward work as a personal evaluation of work that expresses feelings towards work, beliefs and connection to work These three components determine a person's workplace behavior and productivity. Vukšić (2005) analysed the impact of FDI on Croatian product exports and concluded that FDI has a positive effect on export, but on a relatively small scale He finds that export-oriented greenfield projects would improve exports within the manufacturing industry in Croatia. The results of the analysis confirm the positive impact of FDI on the productivity of Croatian companies and indicate that a large part of the potential positive effects of foreign capital inflows has been utilised, despite a smaller share of greenfield investment and a more inferior sectoral distribution of FDI. VCs are one of the most appealing investors in the PE industry because of their knowledge, personal networks they use to boost young companies (Zeisberger, Prahl, & White, 2017)

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