ITS TWO PARTS TO THIS ASSIGNMENT!!
PART 1
A strategic goal of any healthcare organization is the quality performance of the employees. The Institute of Medicine (1998) created the most accepted definition of quality in the healthcare industry: patient services current with scientific knowledge that result in a desired health outcome. Research information on high-performance organizations and provide 5 strategic methods that could be used to improve employee productivity in the healthcare organization, impacting quality.
Thread must be at least 650 words and demonstrate course-related knowledge. Each thread must include a biblical integration and at least 2 peer-reviewed source citations in current APA format in addition to the text
PART 2
Write a Post of 350–400-word reply to each Discussion, include a biblical integration and at least 2 peer-reviewed source citations in current APA format in addition to the text.
Discussion #1
Employee productivity and engagement should be at the helm for a healthcare organization to ensure continued quality is the bottom line throughout their institution. As the interaction and time spent building the employee productivity area of the organization spills over to quality and the end user.
Employee productivity can be ensured by having the correct managers in place and utilizing knowledge level systems. Employee productivity and employee performance should be monitored so that the intended organizational goal is met. “Continuously it should be emphasized that employee performance evaluation is directly linked with the strategy of the organization” (Grigoroudis & Zopounidis, 2012)
Maintaining knowledge-level systems directly “support the knowledge and data workers in an organization” which in turns allows information flow and best efficient practices to be completed by the entire staff where the end user the patient and patients families receive continued quality. (Pynes & Lombardi, 2011, p. 382)
Additionally applying expert-based knowledge and information from outside of the health care organization inserts a layered perspective to the healthcare discipline from expertise personnel which in turn is a tool for healthcare providers and executives. (Pynes & Lombardi, 2011)
The knowledge learned can be applied to clinical and administrative decision making ensuring competency and latest techniques and procedures knowledge base is located right inside their organization which trickles to the employees. (Pynes & Lombardi, 2011)
In essence the expert-based knowledge works like a pump from knowledge flow. Flowing from the top of hierarchy and ending with the patients. The recognized knowledge begins from the health care providers and executives leading to the capable managers in place following to the staff that produce and complete the recognized effort. With the patient benefiting in quality from the knowledge obtained from all.
Aligning employee productivity and performance with the goal and strategies of what the organization stands for is important for quality advancement and organizational longevity. Championing forward improvement and dedication to employee productivity and efficiency is achieved by middle managers “Who influence and attract intellectual capital and knowledge management which increases employee motivation, performance and organizational commitment” (Valentina, 2014, p.190)
Follow on management-level systems can be instated to help develop and maintain middle managers competency and decision-making skills in areas “Beyond the scope typical reporting information and incorporating rules to in-depth understanding of the knowledge, skills, abilities and other characteristics” of potential and current employees (Pynes & Lombardi, 2011, p. 383)
Biblical Integration can be applied to the framework of individuals working towards improvement and doing something productive with what one has been giving and not letting it go to waste.
Matthew 25: 16-18 writes about talents and three men who did something different with the talents entrusted into them “He who had received the five talents went at once and traded with them, and he made five talents more. So also he who had the two talents made two talents more. But he who had received the one talent went and dug in the ground and hid his master’s money” (The Holy Bible, English Standard Version, 2016)
References
Grigoroudis, E., & Zopounidis, C. (2012). Developing an employee evaluation management system: The case of a healthcare organization. Operational Research, 12(1), 83-106. doi:http://dx.doi.org.ezproxy.liberty.edu/10.1007/s12351-011-0103-9
Pynes, J. E., & Lombardi, D. N. (2011). Human resources management for health care organizations: A strategic approach. San Francisco, CA: Jossey-Bass. ISBN: 9780470873557.
Valentina, N. (2014), The impact of HR managers’ roles on implementing best HR practices and attracting and retaining best employees. Management & Marketing, 12 (2) 190-204. Retrieved from https://doaj.org/article/b8faef9686524183abc8181674d1cec0
Discussion #2
Improving the performance of an organization by finding strategic methods to enhance this is the ultimate goal of any health care facility. Over years, methods have been improved by human resource management through the use of technology. As technology has increased, information technology has been beneficial for the organization of systems. “Information technology is being used not only to automate routine tasks, but also increasingly to restructure and integrate procedures and programs for delivery systems,” (Pynes and Lombardi, 2011, p.378). These information systems will help with productivity and flow of health care data information within a health care system. It is up to human resources staff to make decisions and implement services that will provide effective measures for the organization. In order for employees and technology to combine well, factors need to be considered. Integrating these two variables to ensure high-performance quality can be complex. For information systems to work, human resources management can consider “conducting job and work flow analyses, recruiting and selecting qualified people, and providing training and retraining so that employees are knowledgeable about and comfortable with technology,” (Pynes et al., 2011, p.387-388).
Linking high performance quality and work environments to customer satisfaction is a means to enhancing the performance entity of the organization. Research suggests three observations to that are linked high performance quality work. First, employees believe they can provide better quality work when there is access to the use of high performance work systems (HPWS). Second, if patients perceive happiness with the services they rendered, employees feel as if they provided high-quality services. Third, overall satisfaction of a health care organization come from the quality of all services, (Scotti, Harmon, & Behson, 2007). Specific management practices aid and contribute to the high-performance work systems. Relational coordination and the implementation of team building practices are a couple of ways that management can contribute to these systems. Management practices “function as engines that propel the evolution of a work environment in which the perceptions of employees are aligned with the service experiences they provide to patients and translate into enhanced patient satisfaction, (Scotti et al., 2007, p.119).
Implementing strategies in health care organizations, new or reconstructed strategies, are considered to be effective measures. They require human resources appraisal of these methods, training of staff and employees, and the practice of teamwork. These three principles will provide a solid foundation for high performance work practices that prove offer high quality services. Some methods to ensure this effectiveness are: “management support; financial resource availability; implementation of policies and practices; innovation-values fit; presence of a champion,” (McAlearney, Robbins, Garman, Song, & McVey, 2013, p.454). Management support comes from the dedication and leadership of management teams to transform the organization for better. Financial resource availability, both monetary and human resources, are needed to support major changes within an organization. Management can implement policies and practices by standardizing systematic best practices. Innovation-values fit is used to provide strategies that are consistent with the values of the organization, while focusing on the culture, and making changes as necessary. Presence of a champion suggests which individuals are present within an organization that are willing to go above and beyond to make the changes. All of the strategies will help improve the performance of an organization. The ultimate value to remember when implementing strategies is: the satisfaction of patients will lead to greater economic returns on investment for an organization. “In the same way, let your light shine before others, so that they may see your good works and give glory to your Father who is in heaven,” (Matthew 5:6, NIV).
References
McAlearney, A. S., ScD., Robbins, J., PhD., Garman, A. N., PsyD., Song, P. H., PhD., & McVey, L. A. (2013). Implementing high-performance work practices in healthcare organizations: Qualitative and conceptual Evidence/PRACTITIONER APPLICATION. Journal of Healthcare Management, 58(6), 446-62; discussion 463-4. Retrieved from http://ezproxy.liberty.edu/login?url=https://search-proquest-com.ezproxy.liberty.edu/docview/1467941243?accountid=12085
Pynes, J. E., & Lombardi, D. N. (2011). Human resources management for health care organizations: A strategic approach. San Francisco, CA: Jossey-Bass. ISBN: 9780470873557.
Scotti, D. J., Harmon, J., & Behson, S. J. (2007). Links among high-performance work environment, service quality, and customer satisfaction: An extension to the healthcare sector. Journal of Healthcare Management / American College of Healthcare Executives, 52(2), 109.
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Discussion Board 402
/in Uncategorized /by developerone paper.
look to file then visiting the resource links provided discuss the challenges and benefits of WHP in small businesses.
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Discussion Board And Replies
/in Uncategorized /by developerITS TWO PARTS TO THIS ASSIGNMENT!!
PART 1
A strategic goal of any healthcare organization is the quality performance of the employees. The Institute of Medicine (1998) created the most accepted definition of quality in the healthcare industry: patient services current with scientific knowledge that result in a desired health outcome. Research information on high-performance organizations and provide 5 strategic methods that could be used to improve employee productivity in the healthcare organization, impacting quality.
Thread must be at least 650 words and demonstrate course-related knowledge. Each thread must include a biblical integration and at least 2 peer-reviewed source citations in current APA format in addition to the text
PART 2
Write a Post of 350–400-word reply to each Discussion, include a biblical integration and at least 2 peer-reviewed source citations in current APA format in addition to the text.
Discussion #1
Employee productivity and engagement should be at the helm for a healthcare organization to ensure continued quality is the bottom line throughout their institution. As the interaction and time spent building the employee productivity area of the organization spills over to quality and the end user.
Employee productivity can be ensured by having the correct managers in place and utilizing knowledge level systems. Employee productivity and employee performance should be monitored so that the intended organizational goal is met. “Continuously it should be emphasized that employee performance evaluation is directly linked with the strategy of the organization” (Grigoroudis & Zopounidis, 2012)
Maintaining knowledge-level systems directly “support the knowledge and data workers in an organization” which in turns allows information flow and best efficient practices to be completed by the entire staff where the end user the patient and patients families receive continued quality. (Pynes & Lombardi, 2011, p. 382)
Additionally applying expert-based knowledge and information from outside of the health care organization inserts a layered perspective to the healthcare discipline from expertise personnel which in turn is a tool for healthcare providers and executives. (Pynes & Lombardi, 2011)
The knowledge learned can be applied to clinical and administrative decision making ensuring competency and latest techniques and procedures knowledge base is located right inside their organization which trickles to the employees. (Pynes & Lombardi, 2011)
In essence the expert-based knowledge works like a pump from knowledge flow. Flowing from the top of hierarchy and ending with the patients. The recognized knowledge begins from the health care providers and executives leading to the capable managers in place following to the staff that produce and complete the recognized effort. With the patient benefiting in quality from the knowledge obtained from all.
Aligning employee productivity and performance with the goal and strategies of what the organization stands for is important for quality advancement and organizational longevity. Championing forward improvement and dedication to employee productivity and efficiency is achieved by middle managers “Who influence and attract intellectual capital and knowledge management which increases employee motivation, performance and organizational commitment” (Valentina, 2014, p.190)
Follow on management-level systems can be instated to help develop and maintain middle managers competency and decision-making skills in areas “Beyond the scope typical reporting information and incorporating rules to in-depth understanding of the knowledge, skills, abilities and other characteristics” of potential and current employees (Pynes & Lombardi, 2011, p. 383)
Biblical Integration can be applied to the framework of individuals working towards improvement and doing something productive with what one has been giving and not letting it go to waste.
Matthew 25: 16-18 writes about talents and three men who did something different with the talents entrusted into them “He who had received the five talents went at once and traded with them, and he made five talents more. So also he who had the two talents made two talents more. But he who had received the one talent went and dug in the ground and hid his master’s money” (The Holy Bible, English Standard Version, 2016)
References
Grigoroudis, E., & Zopounidis, C. (2012). Developing an employee evaluation management system: The case of a healthcare organization. Operational Research, 12(1), 83-106. doi:http://dx.doi.org.ezproxy.liberty.edu/10.1007/s12351-011-0103-9
Pynes, J. E., & Lombardi, D. N. (2011). Human resources management for health care organizations: A strategic approach. San Francisco, CA: Jossey-Bass. ISBN: 9780470873557.
Valentina, N. (2014), The impact of HR managers’ roles on implementing best HR practices and attracting and retaining best employees. Management & Marketing, 12 (2) 190-204. Retrieved from https://doaj.org/article/b8faef9686524183abc8181674d1cec0
Discussion #2
Improving the performance of an organization by finding strategic methods to enhance this is the ultimate goal of any health care facility. Over years, methods have been improved by human resource management through the use of technology. As technology has increased, information technology has been beneficial for the organization of systems. “Information technology is being used not only to automate routine tasks, but also increasingly to restructure and integrate procedures and programs for delivery systems,” (Pynes and Lombardi, 2011, p.378). These information systems will help with productivity and flow of health care data information within a health care system. It is up to human resources staff to make decisions and implement services that will provide effective measures for the organization. In order for employees and technology to combine well, factors need to be considered. Integrating these two variables to ensure high-performance quality can be complex. For information systems to work, human resources management can consider “conducting job and work flow analyses, recruiting and selecting qualified people, and providing training and retraining so that employees are knowledgeable about and comfortable with technology,” (Pynes et al., 2011, p.387-388).
Linking high performance quality and work environments to customer satisfaction is a means to enhancing the performance entity of the organization. Research suggests three observations to that are linked high performance quality work. First, employees believe they can provide better quality work when there is access to the use of high performance work systems (HPWS). Second, if patients perceive happiness with the services they rendered, employees feel as if they provided high-quality services. Third, overall satisfaction of a health care organization come from the quality of all services, (Scotti, Harmon, & Behson, 2007). Specific management practices aid and contribute to the high-performance work systems. Relational coordination and the implementation of team building practices are a couple of ways that management can contribute to these systems. Management practices “function as engines that propel the evolution of a work environment in which the perceptions of employees are aligned with the service experiences they provide to patients and translate into enhanced patient satisfaction, (Scotti et al., 2007, p.119).
Implementing strategies in health care organizations, new or reconstructed strategies, are considered to be effective measures. They require human resources appraisal of these methods, training of staff and employees, and the practice of teamwork. These three principles will provide a solid foundation for high performance work practices that prove offer high quality services. Some methods to ensure this effectiveness are: “management support; financial resource availability; implementation of policies and practices; innovation-values fit; presence of a champion,” (McAlearney, Robbins, Garman, Song, & McVey, 2013, p.454). Management support comes from the dedication and leadership of management teams to transform the organization for better. Financial resource availability, both monetary and human resources, are needed to support major changes within an organization. Management can implement policies and practices by standardizing systematic best practices. Innovation-values fit is used to provide strategies that are consistent with the values of the organization, while focusing on the culture, and making changes as necessary. Presence of a champion suggests which individuals are present within an organization that are willing to go above and beyond to make the changes. All of the strategies will help improve the performance of an organization. The ultimate value to remember when implementing strategies is: the satisfaction of patients will lead to greater economic returns on investment for an organization. “In the same way, let your light shine before others, so that they may see your good works and give glory to your Father who is in heaven,” (Matthew 5:6, NIV).
References
McAlearney, A. S., ScD., Robbins, J., PhD., Garman, A. N., PsyD., Song, P. H., PhD., & McVey, L. A. (2013). Implementing high-performance work practices in healthcare organizations: Qualitative and conceptual Evidence/PRACTITIONER APPLICATION. Journal of Healthcare Management, 58(6), 446-62; discussion 463-4. Retrieved from http://ezproxy.liberty.edu/login?url=https://search-proquest-com.ezproxy.liberty.edu/docview/1467941243?accountid=12085
Pynes, J. E., & Lombardi, D. N. (2011). Human resources management for health care organizations: A strategic approach. San Francisco, CA: Jossey-Bass. ISBN: 9780470873557.
Scotti, D. J., Harmon, J., & Behson, S. J. (2007). Links among high-performance work environment, service quality, and customer satisfaction: An extension to the healthcare sector. Journal of Healthcare Management / American College of Healthcare Executives, 52(2), 109.
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Discussion Board Apa 6 Less 5 Of Similarities 3 References Book Chapters 235
/in Uncategorized /by developerBase on last week’s reading, you now have an idea of the role of the APRN, and legal/professional issues in prescribing. As a future nurse practitioner, you have the authority, based on your state nurse practice act, to prescribe medications for the patients for whom you will provide care, and the responsibility of prescriptive authority is more than just simply writing a prescription correctly.
Important Links:
https://www.flsenate.gov/Committees/BillSummaries/2016/html/1424
http://ojin.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Vol-19-2014/No2-May-2014/Barriers-to-NP-Practice.html
https://floridasnursing.gov/new-legislation-impacting-your-profession/
https://www.aanp.org/advocacy/advocacy-resource/position-statements/nurse-practitioner-prescriptive-privilege
Discuss the role of advanced practice nursing in safe prescribing and 3 prescribing barriers for APRNs.
A minimum of 3 paragraphs is required
Support post with at least 3 references within 5 years of publication (references cannot be older than 5 years).
posts are to be written in APA 6th edition format as required by the university.
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Discussion Board Assignment
/in Uncategorized /by developerdiscussion board due by thursday (250 words) cite citations and references correctly give credit where credit is due in all your work. health•care [helth-kair], noun
man•ag•er [man-i-jer], noun
This is an exciting time for health care in general, but especially for the team of professionals that provide leadership and direction to enable the maintenance or restoration of health in a variety of settings. Health care management requires talented people to facilitate the delivery of care to patients and their families. The rewards of helping are great, the challenges are many. What type of individual makes a good health care manager?To prepare for this Discussion, complete the readings in your Learning Resources. Review the various health care managers who work in a health care setting profiled in Waldenville (click on the org charts to learn more about the managers) and in the profiles provided in your Career Opportunities in Health Care Management course text.
Post a comprehensive response to the following:Health care managers can work in settings that provide direct or nondirect service.
*****Please be sure to cite your resources using APA style within your post. Please try to select specific public health examples that are different from those posted by your classmates for this discussion._________________________________________________________________________________assignment due by 11:59 pm sunday be sure to cite your resources A leader is not an administrator who loves to run others, but someone who carries water for his people so they can get on with their jobs. —Robert TownsendTo prepare for this Application, review Chapter 1 of your Career Opportunities in Health Care Management course text. Take the Healthcare Management Talent Quotient Quiz in Table 1-1 of your course text to determine your strengths and aptitude for working in health care management. Review the various types of health care settings (see Waldenville health care settings and your course text) and the various descriptions of health care management positions available. Prepare a 1- to 2-page self-assessment of the role and setting of health care management that you might pursue based on your Management Talent Quotient.To complete this Application, write a 1- to 2-page paper that identifies the following:
Instruction:Be sure to support your work with specific citations from this week’s Learning Resources and additional scholarly sources as appropriate. Refer to the Essential Guide to APA Style for Walden Students to ensure that your in-text citations and reference list are correct._______________________________________________________________________resources
Required Media
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Discussion Board Class Health Care Policy Msn Fnp 19482561
/in Uncategorized /by developer1-Reflect on Florida’s current health education programs such as Zika Free Florida, Tobacco Free Florida and consider what part the media plays in such disease prevention programs.
2-Identify a specific public health issue that you believe needs to be highlighted in health policy and based on your textbook readings discuss how social media can be used as a health promotion tool to improve public awareness on the selected topic.
Important: discussion posts must be minimum 250 words, references must be cited in APA format, and must include a minimum of 2 scholarly resources published within the past 5-7 years.
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Discussion Board Class Health Care Policy Msn Fnp
/in Uncategorized /by developerReview both resources provided below in addition to the assigned readings for this week and reflect on 2 key differences between the UK and US Health systems.
1-What are key opportunities related to advocacy and politics interventions that can be taken by advanced practice nurses to improve our current health system?
Please refer to the resources identified below for details regarding the UK Health System. APA style. 350 words. 3 references
1. US and UK Health System Comparison- https://www.youtube.com/watch?v=R4Y0TKiwNgo
2. Peterson-Kaiser Health System Tracker- https://www.healthsystemtracker.org/chart-collection/quality-u-s-healthcare-system-compare-countries/#item-post-op-clots-better-u-s-comparable-countries
3. Summary of the American Health Care Act.pdf
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Discussion Board Hrsa
/in Uncategorized /by developerHealth Resources and Services Administration (HRSA) and National Quality Forum (NQF)
For the initial post review the home page of your assigned organization and make your initial post by answering the questions listed below.
Provide a thoughtful and complete initial response that is a minimum of two to three paragraphs
No plagiarism
Two references
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Discussion Board Leadership And Management
/in Uncategorized /by developer1. What do you hope to learn in this class?
2.Discuss how issues currently affecting the nursing workforce will affect you as an individual. How will the nursing workforce shortage affect the profession of nursing and health care delivery?
Reference
e-Textbook • Cherry, B. & Jacob, S. (2018). Contemporary Nursing: Issues, Trends & Management (8 th ed.). Elsevier. (e-Book)
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Discussion Board Leadership
/in Uncategorized /by developerWhat impact do collective bargaining and unions in healthcare have on you as a healthcare professional? What is the impact for the patient?
References:
e-Textbook • Cherry, B. & Jacob, S. (2018). Contemporary Nursing: Issues, Trends & Management (8 th ed.). Elsevier. (e-Book)
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Discussion Board Management Theory Leadership
/in Uncategorized /by developerManagement Theory
Compare and contrast the different theories of management in healthcare. Is there one theory that is better suited than another? Why?
Reference:
e-Textbook • Cherry, B. & Jacob, S. (2018). Contemporary Nursing: Issues, Trends & Management (8 th ed.). Elsevier. (e-Book)
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