Universitätsspital Zürich

I worked as a medical secretary in the senior medical secretariat at the eye clinic and found the internal organization to be very chaotic. There is a lack of internally defined structures that enable uniform work. The workload is very heavy and I can speak of a lack of appreciation on the part of superiors with regard to the performance of employees. Unjustified or unfounded criticism or employee appraisals are unfortunately the order of the day here. The management quality of superiors leaves a lot to be desired and is strongly characterized by incompetence; interpersonal and social skills as well as professionalism are non-existent.

- Team spirit. I hardly experienced any cohesion or hand-in-hand cooperation in the team. Uncooperative behavior among team colleagues. - Managers/supervisors without management experience are an imposition on the whole team. Experienced and trained managers should be deployed here. Managers should strengthen team cohesion and not play employees off against each other. - Introduce organizational structures that improve work processes and make them clearer -

1. fair pay and support for career changers: The internship offers fair pay, which is very motivating for interns, especially for career changers who are new to the healthcare sector. This is a valuable support when starting a career in this field. 2. access to a modern and high-quality facility: USZ allows interns to work with advanced equipment and modern technology. This greatly enhances practical skills and provides valuable experience that meets current industry standards. 3. patient and careful introduction in the first week: During the first week, the instructor was very patient and thorough. She helped each intern individually to understand the processes, which created a strong foundation. The instructor's teaching style was both supportive and detail-oriented.

Areas for improvement 1. lack of consistency in supervision after initial training: Detailed supervision was not maintained by the shift supervisor after the instructor went on leave. Tasks were often released without ensuring that the tools met the correct standards. More consistent supervision would improve quality and safety. 2. problems with favoritism and favoritism: Conspicuous favoritism based on nationality allowed some employees to quickly benefit from training and job offers. Colleagues with connections to management were given preferential tasks and working hours. More fairness and transparency could have a positive impact on the working environment. 3. inconsistent language expectations: Interns were admonished to speak German while other colleagues were allowed to communicate in their native language. A consistent language policy would increase respect and inclusion within the team. 4. surprising employment of family members in the same area: It was unexpected for a boss in Switzerland to work with his wife in the same area. This led to preferred task assignments for the wife, which affected the experience of others. Clear guidelines on the employment of family members could promote a fair environment. Suggestions for improving the AEMP department for future interns Greater consistency in supervision: Consistent supervision throughout the internship would ensure high standards and ensure quality on all shifts. Promote a fair and transparent work environment: Opportunities should be awarded based on performance rather than relationships to create a more equitable work atmosphere. Establish clear language rules: A standardized language policy that applies to all employees would contribute to a fair and respectful work environment.