Also Middlefield must ensure to increase the employee morale. Introduction – Middlefield Hospital’s employee turnover rate exceeds 20% and there are over 100 nursing vacancies. Some of the facts which might have caused the employee shortage are – 1. Opening of a new Hospital with better facilities and advanced technology for patient treatment and care. This has caused doctors to shift their patients from Middlefield to this new hospital.
They provide skilled nursing and personal care services throughout the state of Georgia. They are licensed to provide various skilled nursing and medically related activities, companion sitter, in-home respite, homemaker and personal care services as mandated by the Department of Human Resources and Public Health. APremium Healthcare Solution has experienced tremendous growth from the onset of the companies launch. They have grown from 2 employees in a basement to 15 fulltime administrative employees and over 150 medical staff, servicing clients in 49 counties throughout GA. Recently growth has been restricted, due in part to recent fines from state and government agencies for poorly kept records for both clients and employees.
A two month training period for all employees would being in search for employees with the right attitude and ability. They need to use some of the RDH employees to help keep the business going because of their connections. Recommendations: • Do not do away with the guanxi. That is what kept the hotel running. • The training program should be for 90 days and lays offs should be based on performance, quality, and experience, not how fast you are.
Once in a while overtime may be beneficial, but logbooks indicate that it is been used too frequently in hospitals and other nursing facilities. In fact, a study has shown that of 5317 work shifts, 40% exceeded 12 hours (Rogers, Hwang, Scott, Aiken, & Dinges, 2004). In some instances, nurses are notified only an hour prior to knowing that they will be staying overtime. Nurses can be subjected to threats of disciplinary action or dismissal from their job if they refuse to stay the extra shift (Widowfield, 2004). This often leaves nurses feeling powerless over their work life as well as their personal life.
After a two month adjustment period, the hospital began to record data on the use of SwabKit®. A reduction of 70.4% was seen in CLABSIs in the first six months of hospital wide use. The number of infections went from 14 cases to 4 cases. At the time the study was written in May 2012, there have been 0 cases of CLABSIs since February 2012 (McCalla, et al.,
They do have a group of eight oncologist and two radiation oncologist have expressed interest in an affiliation with the hospital. The community needs are already great, with an expected increase in new cancer diagnosis of 34% in the next five years. Currently oncologist are operating at capacity and are actively recruiting new physicians. Also in line with the increased demand of physicians is the increase in demand for facilities, equipment to diagnose and treat patients, operating rooms, chemo units and advanced imaging equipment are also not keeping up with patient demand. The coordination of patients is also poor which can result in devastating delays in diagnosis and treatment of patients.
In 1993, the community programs served over 170,000 people. State financial support to local programs has increased from $165.8 million in 1980 to $1 billion in 1993. This dramatic increase in state support for community mental health was made possible by closing state hospitals such as The Traverse City State Hospital that cost as much as $500,000 per bed per year. (Michaelsen
The Hispanic community is no longer fearful of the medical system. When we first started, 30% of the African-Americans in our town was under or un-insured. Our doors remain open to all. We have never turned anyone away who asked for our assistance. Our outreach programs have expanded our client base to include the elderly, most of whom who couldn’t afford their Medicare co-payments.
DocSystems recently outsourced 100 of their employees to another company. The remaining employees were reorganized into new departments. I believe the internal changes are management way of reacting to the problem. Another problem is the employees have an extremely high workload. The Medical Insurance Specialists take a lot of pride and ownership in their work.
In 2000, only 9.1 percent of registered nurses were 30 years old or younger, according to the Health Resources and Service Administration’s Bureau of Health Professions. That same year, the average age of the nursing population was 45.2. One reason older nurses leave the profession is physical stress. Tampa (Fla.) General Hospital implemented a patient-lift initiative to reduce back and other types of injuries among nurses and support staff. A dedicated lift team assists nurses and other staff when they cannot safely move patients.