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This paper investigates the connotation, and some of the realistic implications, of the economic reform of health sector in under developed countries. The paper investigates the issues that economic reforms have to address, and the policy targets they are considered to accomplish. The work argues that the development of economic reform is not connected only with understanding the priorities and refining them, furthermore with reformation and restructuring the organizations through which health policies are employed. Considering various organizational values, that are likely to be regular to all economic reform programs, a regulatory approach to institutional reform is unsuitable. The paper further investigates the selection of economic reform that may as well influence via technical suggestions and analysis, but the verdict to continue, and the consequent success of execution, eventually depends on the progressive political sustainability. The paper concludes by giving examples of institutional reforms from various underdeveloped countries and includes recommendation of the responsibility and control of donor organizations.

After finding the appropriate people, the task of human resource management is to make them able to work successfully together. In the health care sector and other sectors alike, employee motivation is not only an area of psychological and sociological issues of work and work behavior, but behavior is also directed towards a goal that instigates needs in a person and the goal is to meet these needs. For this reason, many non-material strategies, such as job design, management style, participation, management by objectives, flexible working hours, recognition and feedback, organizational culture, training and career development and others, have been developed, forming a complete motivation system together with material strategies. Managers can influence the motivation of employees in the health care and other sectors in different ways and in different directions. Therefore, the manager's approach is primarily based on the concept of person, their nature and motivation. These stand as the basis for the development and application of specific organizational and managerial solutions.

The subject of this paper is exploration and identification of strategies of non-material motivation of physicians and medical staff in Mostar. The objective of the survey is to explore the possibilities of improving the system of non-material motivation in the health care sector and to identify the methods of non-material motivation that can be applied in the management of medical staff. The survey was conducted on a sample consisting of medical staff in the city of Mostar and it included 79 respondents. The survey of staff opinions was implemented directly by a questionnaire or via Google survey form. The main conclusion of the survey was that the material motivators are the basis of motivational policies in any system. However, each system must direct its strategic activities towards development and application of various non-material motivational strategies. The results obtained by questionnaires were processed using the MS Excel and SPSS software tools. Average values, as well as median and standard deviation values, were calculated and analyzed for each statement. Key recommendations for the development of an integrated non-material motivational strategy for medical staff were finally defined upon measuring the significance of each of the proposed non-material motivational strategies.

Health System Dynamics : Evolution of Health Policies in India -- Investing in Health : Health Policies and Expenditure Priorities -- Rejuvenating the Public System : Efficiency in Resource Allocation -- Politicising the Reprioritisation of Health Expenditure -- Decentralisation in Health : Rationale, Measurements and Effectiveness -- Decentralisation, Access and Service Delivery -- Towards Privatising Health Care : At What Cost? -- Changing Nature of Healthcare Financing : Who Benefits?