Answer: The starting point for me would be to discuss with the CFO how she became aware of the data inaccuracy among the company. Then I would want to analyze what have the administrators of each hospital did to fix the problem. After, the information I would then want to analyze the monthly financial reports, records of admissions, salary and bonuses of each administrator, government funding and regulations and financial history of each hospital. 3. What actions might you recommend to increase the accuracy of the data entry?
One area that would fall within this area would be assisted living facilities; some of which have been affected since the merger. While some assisted living facilities still operate within this model, the industry as a whole is moving toward a more holistic approach to care in which the universal worker attends to all the daily living needs of their residents: assistance with ADLs, meal service, light housekeeping, laundry, programming, etc. Rather than dealing with four or five different people to have their needs met, residents are able to relate to one or two staff members who
Ethical Dilemma Franklin General Hospital (Mergers, Acquisitions, and Agency) Out of The Franklin General Hospital (FGH) case emits many different circumstances, situations, and possibilities. The inevitable decisions the executive makes affect how the hospital operates as a whole including employees and patients. As the layers of the case are pealed away it is important to illustrate that the term “stakeholders” is used to refer to employees, patients, and potential shareholders. A stake holder has more “stake” in a corporation because he/she is personally vested into the organization, whereas a shareholder may only be someone holding onto a few pieces of financial stock. The repercussions of the executive’s decision will affect the stake holders of Franklin General Hospital for many years to come.
Implementing Change Paper Lucionda Berry HCS/475 January 22, 2013 Mrs. Nicole Coarsey Introduction When managing an organization within a healthcare setting, it is very important that management develop a skill to adapt to change, not only gaining knowledge on the changes that are occurring, but being able to communicate those changes to their employees and staff. In this paper I will explain the manager’s role and responsibility in implementing change in the department, and how managers should successfully handle staff resistance to change. I will then attempt to explain the steps of the change process: assessment, planning, implementation, and evaluation. Hopefully after reading this paper the reader will have a better understanding on how to implement change effectively amongst staff. What is the manager’s role and responsibility in implementing change in the department?
Simulation Review Heather Young-Arnett HCS/405 April 17, 2013 David Hendry, CPA Simulation Review Financial managers in the health care industry must make vital decisions daily that can either lead to financial success or ruin for a provider or facility. Some of these decisions revolve around how to increase profitability to remain in business while others are based on the acquisition of new equipment or the possibility of expanding a facility. Throughout this paper several financial decisions will be reviewed based on the simulation provided. The simulation The Elijah Heart Center (EHC) is a cardiac care hospital based in New York. The facility offers 140 patient rooms and 120,000 square feet to offer patients a full spectrum of cardiac care.
This would include Janice Rose, director of care, and Rosemary Okimi, administrator. To improve the performance of staff, management re-organized in hopes of making Heritage a more manageable place for the staff and a more suitable place for the residents to live. Management has decided to rotate regular full-time staff to different floors as a means of utilizing different skills. This change was to affect all staff who worked on different shifts. The purpose of this change was to allow staff not to become complacent on one floor and to allow them to get familiar
As the result of InterClean’s recent merger with EnviroTech, several newly created sales positions have become available. The newly merged company will no longer sell only cleaning products, but will we also provide full-service cleaning solutions for organizations in the health care industry. These newly formed sales positions will be responsible for understanding the technical aspects of how our products works as well as the legal, environmental, safety, ethical and regulatory issues that affect sanitation and cleaning in the healthcare setting. The new sales team will help in the development of customized packages of cleaning solutions and systems to meet the clients’ needs. The job analysis method that will be used to
better. With new strategic planning we are going to need some leadership within the hospital to help with the planning and also helping to help sell this to the employees of the hospital. The individuals that we are going to need for this are at least 2 of our managers from the hospice, residential care, independent living, and in-home nursing. These are the programs that we want to make better then we are going to need the people in charge of those programs to let us know what we need to do to make them better. The other two positions that we are going to have are the people in charge of the trauma center, and the pulmonary services.
Abstract Employers implement retention strategies to manage employee turnover and attract quality employees into the organization. Retention programs focus on the relationship between management and their workers. Competitive pay, benefits, employee recognition and employee assistance programs are all part of a company's attempt to maintain employee satisfaction. Human resources specialists utilize feedback they receive from exit interviews and focus groups to improve employee relations and reduce turnover. Transitional development issues plague corporate America daily with the ability to hire and retain quality people; costs associated with training new hires, and conversely seek avenues in improving employee dissatisfaction.
I have noticed how employees handle the residents; how residents adapt to employees coming and going; how management handles concerns/complaints from employees and residents. The list goes on and on. A main part of the job is to adapt to sudden changes, knowing when and how to act when it may trouble presents itself. Every