Healthcare Case Study

Healthcare Case Study

Name

Institutional Affiliation

Analysis of the Case Study

A case study is considered to be a method used to emphasize a given in-depth study of a particular scenario. Researchers who conduct a case study aims at cases that provide crucial information or the new learning of the less comprehended phenomenon. The lengthy cases, they cannot explicitly state the problem. It is the responsibility of the organization to identify them (McAlearney and Kovner, 2013). However, in most cases of case study competitions, there are less lengthy cases as well as explicitly state the question. The implicit questions that are stated within lengthy cases end up leading to the readers answering the questions in their perspective; however, it is impossible to implicitly ask questions in the competitions, since most of the participants have to be evaluated on the predetermined criteria. Thus, leading the participants within a specific direction, the questions are stated explicitly.  When it comes to healthcare, data from the case study can be something that will help the providers get more insights about the patients. This can be something that might become the next step in building a better process of providing care: Learning. Once the providers have enough information about a patient’s behavior, habit, or maybe eating style, with the help of data from the case study, the provider would be able to provide more precise care.

Question 1: What can Percy do to facilitate a more meaningful relationship with both the chairs and the administrator?

As per the notion of Percy, the healthcare sector should contemplate implementing micromanagement as well as oversight in the department. Micromanagement is necessary for emergency or crises (Shipton et al. 2016). It is the constant updates that people need to make decisions. The fundamental reason is time. It is advantageous in that there is no time for learning, or coaching, or chit chat. The healthcare chairs team ought to advocate for sharing equal compensation in every department. There are many things taken into account when a person is already an employee their skills, their promotion potential, productivity, and interpersonal compatibility with the office personnel. Equal pay for equal work can be considered the battle cry for workplace issues involving the gender wage gap. This is when two employees of a similar background (i.e. education, experience, skills, position and more) are paid differently due to gender bias. Male employees are often offered more than their women counterparts. While there are numerous factors into play such as salary negotiation techniques, for which women are often lacking with, the slogan mirrors existing laws when it comes to discrimination such as the Equal Pay Act of 1963 that protects both women and men that perform (Hoek et al. 2018). Additionally, every stakeholder has to essentially contribute to relationship strengthening between the management and chairs.  Do not assume that people will follow you just because you are their “leader”. Leadership is earned through working with people in fellowship. Establishing an environment of making mistakes and learning from it will allow creativity and trust to skyrocket.

Question 2: Should company compensation be left on the individual department to determine? Who else will be able to assist with this process?

Some of the departments may decide to skate an immense scale on the compensation aspect based on facilities contributed. As a way of preventing this, compensation initiatives should never be left to operate within the individual departments (Holton, Barry & Chaney, 2016). In very basic terms, Compensation is the outcomes or rewards that the employees get in return for their work. Compensation incorporates installments such as benefit-sharing, deals commission, rewards, rewards, extra minutes pay, acknowledgment prizes and, and so on. Such a process can effectively be executed by board members within the entire healthcare facility. Workers compensation is a statutory system created by individual states (although there are also some federal Workers Compensation programs for those working on certain federal government sites or offshore.) The rules and benefits vary within jurisdictions as well as within years, however, employees possess statutory liability to their employers, with few exceptions. Most of the employers settle at satisfying their adhering to the statutory obligations which operate under the compensation statutes of workers. The legal liabilities within the statutes can be transferred into insurance organizations in exchange for payment of premium insurance by the employer.

Moreover, healthcare management, as well as the recruits, have to organize and report to the facility daily. This implies that the healthcare facility will offer additional training to the recruits either two-shift in the day or one might shift (Meng et al. 2017). Even though space is limited within a long time, adoption of the shifting method is essential in enhancing the increased surgeon recruits which are trained by the hospital within a specified time. Also, leadership changes can effectively help the facility. Various leaders possess different innovation levels that can improve the overall performance of the firm. A leader with crucial innovative skills will always adopt distinctive strategies for accommodating other recruits regardless of the pressure within.

Question 3: Conceptually, it is acceptable to have faculty who do not generate a profit? If so, how these losses are typically covered

It is acceptable to have a dormant faculty; however, their existence ought to be within practices that have the capabilities of acquiring other monetary sources. For example, outsourcing its funds from donors can be possible as a way for the facility to cover its losses (Knight, 2018). Anything that can be deemed a public benefit, and there are many types of nonprofits. Most provide services within a geographic area that could be anything from one block for a neighborhood program to the whole world for international development and disaster relief. The term includes trade unions, professional associations, most schools, many hospitals and health services, social service agencies, orchestras, festivals, environmental groups and many more.

Net collection rate (NCR) target operates based on the capability of managing effectively the benchmarks. The facility management facility team can handle the issues by changing the initiative (Yalley, 2019). For instance, the facility leadership ought to contemplate highlighting the charges or put the practitioners based on contracts. Even though the strategy of ensuring thee employees operate based on contracts seems ideal, it can impactrevenue potential adversely of the healthcare facility. Not-for-profit organization as the name explicitly describes it is not intended to directly create economic value for its owners. Instead, it can either be economically neutral (such as a trade group, a neighborhood block association, or an angel investment network (the network itself, not its investor members) or it can actively operate to spend or give money away in the cause of improving society in which case it is known as a “public charity”. Because they are not intended to benefit individual people, not-for-profits (the word “organization” is often dropped in casual use) may receive special treatment from the government, such as not being required to pay taxes on money they receive, or property they own.

Question 4: Should the faculty practice be centralized of decentralized why?

Different faculty practices ought to be decentralized. Decentralizationmeans consultant delegation of authority throughout the organization. It is pushing down authority and powers a decision making to the lower levels of the organization.  In decentralization, there is no authority to monitor or regulate (Sebastiano et al. 2018). The initiative helps in creating power and role distribution whereby every person will have a role to execute. Achieving the visions of the organization necessitates commitment towards cultivating factors that propel the faculty activities. Centralizing decision-making, power and administration can make it easier to see the big picture, so you may get better decisions that way. It can also reduce duplication of work, and make things simpler – for example, offering a single point of contact for outside entities to interact with. But it can also lead to ignoring important information from the periphery, and as with any centralization of power, creates tempting targets for both personal and institutional corruption, which weaken an institution’s ability to represent the people. In many, if not most countries, and many other institutions (corporations, churches, etc.), some people see peripheral voices being ignored, are concerned about a lack of redundancy (robust systems typically have a fair amount of redundancy), and believe that corruption has taken deep root in their institution(s). Such people quite often see decentralization as a powerful means to address these problems.

References

Hoek, R. J., Havermans, B. M., Houtman, I. L., Brouwers, E. P., Heerkens, Y. F., Zijlstra-Vlasveld, M. C., … & Boot, C. R. (2018). Stress [email protected] Work: A study protocol for the evaluation of a multifaceted integral stress prevention strategy to prevent employee stress in a healthcare organization: a cluster controlled trial. BMC Public Health18(1), 26.

Holton, M. K., Barry, A. E., & Chaney, J. D. (2016). Employee stress management: An examination of adaptive and maladaptive coping strategies on employee health. Work53(2), 299-305.

Knight, F. L. (2018). Strategies to Retain Employees in the Health Care Industry.

McAlearney, A. and Kovner, A. (2013). Health Services Management: Cases; Readings; and Commentary; Tenth Edition. 10th ed. Arlington: AUPHA, pp.270-277.

Meng, L., Wolff, M. B., Mattick, K. A., DeJoy, D. M., Wilson, M. G., & Smith, M. L. (2017). Strategies for worksite health interventions to employees with an elevated risk of chronic diseases. Safety and health at work8(2), 117-129.

Sebastiano, A., Belvedere, V., Grando, A., & Giangreco, A. (2017). The effect of capacity management strategies on employees’ well-being: A quantitative investigation into the long-term healthcare industry. European Management Journal35(4), 563-573.

Shipton, H., Sanders, K., Atkinson, C., & Frenkel, S. (2016). Sense‐giving in health care: the relationship between the HR roles of line managers and employee commitment. Human Resource Management Journal26(1), 29-45.

Yalley, A. A. (2019). 13 Managing Healthcare Employees. Health Service Marketing Management in Africa.

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