Information technology systems and networks have become the backbone in practically every organization. The following will discuss the various protocols that are available for use; how the data flows throughout the hospital; and the layers of the OSI involved. Finally, this document will provide a recommended standard that should be used for the hospital. Data Flow One must know the two major categories the hospital has created to understand the way data is currently transmitted within the hospital and externally. Patton-Fuller has an administration section that includes the IT department, Admitting and Discharge, Facilities, HR, Hospital Senior Management, and Finance.
What would be your overall aims when counselling an underperforming employee? Describe the steps you would work through to achieve these objectives. The overall aim when counselling an underperforming employee is to restore job performance to a satisfactory level by identifying the unsatisfactory behaviours, mutually establishing goals for improvement, and seeking agreement from the employee on suitable action to overcome those problems. Counselling will occur either because your staff member approaches you to seek help, or because you approach the staff member due to problems you have noticed in his or her work performance. As soon as you have identified that an employee is under-performing, do not wait for things to go from bad to worse.
There is a great deal that goes into planning a building, especially if it is a hospital. There is the location, the size, where to place each unit of care due to the significantly different due to the multiple areas of care, and the amount of staff needed to staff the facility and perform the cares in a safe environment (Eberst, 2008). As with any building, the
As defined by the Bureau of Labor Statistics (BLS, 2010) and the American Association of Medical Assistants (AAMA, 2003; AAMA, 2010), medical assistants are healthcare personnel who ensure the smooth operations of physician’s offices and other healthcare facilities, by performing a variety of administrative and clinical tasks. Administrative, or “front office,” tasks performed by include billing and coding, patient registration and scheduling appointments, among others. Clinical functions, also known as “back office” tasks, include phlebotomy, EKG and exam room preparation, among others. The Medical Assistant profession developed during World War II, at a time when nurses migrated in large numbers from physician’s offices to short-staffed hospitals. To bridge the resulting gap, physicians retrained medical secretaries to take on clinical duties in addition to their administrative role, leading to the unique administrative/clinical balance still found in the Medical Assistant profession (Taché &Chapman, 2004).
Leaders in this type of organization must use different type's leadership styles. When leaders implement their leadership style, it allows them to meet the teams’ needs. The success and failure of the unit mission will depend on how well a supervisor balances their leadership style and management
Accountability has a significant role in today’s workplace. It is no different when it comes to the health care environment. The definition of accountability is an obligation or willingness to accept responsibility; to account for ones actions. The meaning of accountability is vigorous and possibly could be used lightly in the work environment. However in the health care industry it is rapidly growing and evolving every day.
| Employees may before you can take advantage of your investment in them. | Work Team (appose to work group) | Uses the different skills sets of the individual workers together as a team to complete different tasks in a project simultaneously. | Teams take more time planning and assigning steps in each task. | Team incentives | Help bond team members and build team cohesiveness. | Well bonded Teams may hold your production hostage for an insentive.
Examples include a situation where there is a perceived or potentially unfair difference in pay, work schedule, assignments, permission to telework, access to training and development, opportunities for travel, opportunity for promotion, etc. Note: If you are a manager and prefer to examine this from the perspective of a supervisor you may do so. 2. Analyze the situation using the knowledge gleaned
James is to care for our patient’s needs and doing so the organization must consider the employee’s needs also. In order to keep good employee’s long term their needs must be evaluated; if there is an issue with an employee missing excessive time from work or any other behavior problem; The manager must talk with the employee to see what causes them to behave in such a manner and create a solution for the problem. The goal for talking to the employee is to prevent disciplinary actions. Managers should let the employee know that they are valued as an employee and how much they would like them to continue employment with the organization. It is important to keep verbal warnings in the employee file; a good suggestion would be to remind them of the (EAP) Employee Assistance Program or Human Resource this will allow the employee to be counseled in hopes of some solution.
These might include evidence or suspicions of bad practice by colleagues and managers, or abuse by another individual, another worker or an individual’s family or friends. If I do not work in this way, I could be considered negligent or incompetent. If I am in any doubt at any time, I must discuss any issues I have with my supervisor / manager. Know how to address conflicts or dilemmas that may arise between an individuals rights and duty of care 2.1 Describe potential conflicts or dilemmas that may arise between the duty of care and an individual’s rights. In situations where there is a conflict of interest or a dilemma between an individual’s rights and my duty of care, it is best practice to make sure the individual is aware of the consequences of their choice and that they have the mental capacity to understand the risks involved in their