Skin Assessment

SU Health and Medical Operations Plan Essay

Description

BUSI 611 Bainbridge College Quality Improvement in Healthcare Annotated Bibliography

Research Project Annotated Bibliography Template

Criterion prompts to consider for bibliography content: 

• A brief statement regarding the author and his or her credentials as an authority.
• A concise statement regarding the relevance of the article for your topic.
• A salient or meaningful quote from the article that you would likely cite if you were to write an essay on this topic. BUSI 611 Bainbridge College Quality Improvement in Healthcare Annotated Bibliography 

Do not include this first page of the instructions in your Annotated Bibliography—it is provided here only for instructional purposes. Your Annotated Bibliography will have the above title and start with the below section.

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Annotated Bibliography

(Name)

School of Business, Liberty University

Statement of Topic

Kiyonaga (2004) suggests “the aging of the largest generation the United States has ever known will affect every social institution from employment to health care. Precisely what the impact will be is, like all future events, still a matter of prediction. That there will be a major impact is not” (p. 357). This paper will seek to provide a perspective on the aging of the workforce with specific attention given to: the potential roles available for the aging worker, the training available and offered the aging worker, an exploration of implications for the organization, and finally the role the strategic HR function plays in propelling the organization forward in dealing with this issue. BUSI 611 Bainbridge College Quality Improvement in Healthcare Annotated Bibliography

Kondrasuk, J. N., Moore, H. L., & Wang, H. (2001). Negligent hiring: The emerging

contributor to workplace violence in the public sector. Public Personnel

Management, 30(2), 185. Retrieved from http://proquest.umi.com/pqdlink?did=74623315&Fmt=2&clientId=20655&RQT=309&VName=PQD

This article contributes significant and relevant statistics which confirm the pervasiveness of violent incidents in general. The National Institute of Occupational Safety and Health (NIOSH) found that 20 persons were murdered at work every week. Nationally, homicide is the second highest overall cause of workplace-related deaths; for female workers, homicide is the leading cause of workplace deaths. Workplace violence now accounts for 15 percent of the more than 6.5 million violent acts experienced by U. S. residents who are age 12 or older (para 7). Kondrasuk provides information also related to a suggested cause or contributor to the violence—negligent hiring practices. Numerous suggestions are given throughout the materials researched for the paper, giving additional thought to the causes of workplace violence. However, Kondrasuk gives weight to not only a passing platitude, but supports the concept of negligent hiring with law and concurrent tort law claims.

Smith, S. J. (2002). Workplace violence. Professional Safety, 47(11), 34. Retrieved from

http://proquest.umi.com/pqdlink?did=239545531&Fmt=2&clientId=20655&RQT=309&VName=PQD

Smith (2002) gives critical analysis to the topic of workplace violence and highlights how ill-prepared most U.S. companies are when faced with the reality of violence. In the research, she provides several real world examples of workplace violence, the behavioral backgrounds and pre-incident behaviors of the employees committing the violent acts. Smith (2002) further contends that “employers have both a legal duty and moral obligation to provide a safe workplace” (p. 39). In addition to this insight, the article contributes to the impact, causes, and prevention of workplace violence. The suggestions are pliable to almost any organization. BUSI 611 Bainbridge College Quality Improvement in Healthcare Annotated Bibliography

Outpatient Immunization Clinic Capstone Assignment

CAPSTONE ASSIGNMENT

You have been hired to develop an Outpatient Immunization Clinic for Baton Rouge General (https://www.brgeneral.org/in-the-community/community-health-needs-assessment). Their website has a wealth of information regarding their community.

The Mission Statement is:

We will preserve and restore health, one person at a time. ​

The Vision Statement is:

We will lead the region in exceptional patient experiences. ​

Utilizing the Web Site, on-line resources, and the information that we discussed in class via the PowerPoints and Assignments, prepare a proposal for the implementation of Outpatient Immunization Clinic which you will send  to the executive officers of the hospital for review. You are preparing this information for the board to demonstrate to them that this project is needed, is important and meets the mission, vision, and goals of the organization.

Present the information in correct professional language in paragraph form separated by Section Headers for each of the criteria listed below. Outpatient Immunization Clinic Capstone Assignment

In your proposal, include the following.

1. At least two Goals for the Outpatient Immunization Clinic; Refer to the PowerPoint on Mission Statement for more information.

2. At least three Objectives for the Outpatient Immunization Clinic that are specific, attainable, and measurable; Refer to the PowerPoint on Mission Statement for more information.

3. An organizational chart for the Outpatient Immunization Clinic including a justification for each of the positions on the organizational chart. You will be the Director of the Outpatient Immunization Clinic. Remember that the lines upward on your organization chart show to whom they report and lines downward show who has authority over whom.
   

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NOTE: If the Immunization clinic is approved and implemented, you will report to the Director of Outpatient Services who will report to Ms. Nijoka who is the Chief Nursing Officer. These positions are already a part of the organizational chart of the hospital and are not part of the organizational chart for this assignment.

4. Using online data, information from the hospital website, and your own ideas, provide a justification and make a case for the development of the Outpatient Immunization Clinic.

5. Complete a SWOT analysis regarding the development the Outpatient Immunization Clinic.

6. Prepare a Job Description for two of the positions on your organizational chart. Outpatient Immunization Clinic Capstone Assignment

7. Prepare Position Specific Interview questions for two different positions and describe the why that question is appropriate for the position. Do NOT asked questions that are generic and apply to all positions e.g. where do you see yourself in three years

1. Create two questions that you will ask of applicants for a specific position on your organizational chart.
2. Create two questions that you will ask of applicants for a different specific position on your organizational chart.

8. Identify and describe three specific ways that you will collect data to assess whether you have obtained your objectives for the Outpatient Immunization Clinic. You must suggest three ways that data can be gather to assess the achievement of your outcomes.

9. Describe two potential growth opportunities for the Outpatient Immunization Clinic.

10. Utilize appropriate professional language that is free of typographical errors and that exhibits correct sentence structure. Outpatient Immunization Clinic Capstone Assignment

11. Cite any sources using APA Style.

Refer to the attached rubric for expectations for the assignment.

DUE SUNDAY April 24, 2022 AT 11:59PM

Name:

CASE F: MORTALITY IN KENTUCKY: A COMPARISON OF JEFFERSON AND FAYETTE COUNTIES TEMPLATE

Please erase ?, …, and ___ – Please use a different color than black for your answers!!!!!!!

1. Crude Mortality rate for Jefferson County ??

Crude Mortality rate for Fayette County??

_________ County has a higher overall rate than _________ county.

2. Yes / No, because ……

3. ________ County has a higher percent of elderly in the top five age groups (>45).

This matters because …

4. Fill in values for highlighted columns

5. There are ????? expected deaths using Jefferson County rates and ????? expected deaths using Fayette County rates.

Using the compared pooled population in the denominator, this would translate into ? / ? × ? = ? per ? for Jefferson County and ? /? × ? = ? per ? for Fayette County.

The age-adjusted rate for ____ County is lower than the crude rate but that the rate for _____ County is higher than the crude rate. Outpatient Immunization Clinic Capstone Assignment 

6. See Exhibit F.4. Please Fill in the values for the highlighted columns 

7. There are ????? expected deaths using Jefferson County rates and ?????? expected deaths using Fayette County rates.

Using the total population in Kentucky in the denominator, this would translate into: ? /?  × ? = ? per ? for Jefferson County and ? / ? × ? = ? per ? for Fayette County.

The age-adjusted rate for ______ County is lower than the crude rate but that the rate for ______ County is higher than the crude rate. Outpatient Immunization Clinic Capstone Assignment

8. See Exhibit F.5. Please Fill in the values for the highlighted columns

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9. Rates would be 7,686.9/746,449 × 100,000 = 1,029.8 for Jefferson County and 2,528.7/299,824 × 100,000 = 843.4 for Fayette County.

Standardized Mortality Ratio (SMR) makes a lot more sense. Exhibit F.1 reports 7,194 actual deaths in Jefferson County and 2,077 actual deaths in Fayette County.

The SMR for Jefferson County would be (? / ? ) × ? = ?.

The SMR for Fayette County would be ? /?  × ? = ?. The rule is always “the lower the better.”

Since Fayette County has a lower SMR than Jefferson County, this means that Fayette County has _____ using indirect age adjustment. Since both rates are lower than 100, both counties have lower rates than the entire state of Kentucky because Kentucky rates were used as the standard.  Outpatient Immunization Clinic Capstone Assignment

10. See the chart below. . Please Fill in the values for the highlighted columns

11. Please note that infant and maternal mortality rates are usually expressed in terms of every 1,000 live births so “live births” in the denominator in these measures.

Both counties have higher / lower rates among both blacks and whites compared to the state.

The infant mortality rate among blacks in Jefferson County is more than __ percent higher/ lower than the rate among whites.

The rate among blacks in Fayette County is _______comparted to the rate among whites,

12. See Exhibit F.7. Please Fill in the values for the highlighted columns

13. Race adjusted rates would be ? / ? × ? = ? per ? live births in Jefferson County and ? / ? × ? = ? per ? live births in Fayette County.

It appears that _____ County has a somewhat higher infant mortality rate using a standard Kentucky mix of live births.

14. _______ County has a higher rate of perinatal mortality among whites than both Kentucky and ________ County.

The rate among blacks is higher / lower/ similar to the state of Kentucky but much higher / lower / similar than Fayette County.

Fayette Country has _____ the rate of neonatal mortality among whites than the state of Kentucky, higher / lower rates or perinatal mortality than both Kentucky and Jefferson County but slightly higher / lower  rates of neonatal mortality among black newborns.

15. Of the 42,626 deaths in Kentucky, the proportional mortality rates are:

? / ? × ? = ?% were due to heart disease;

? / ? × ? = ?% were due to cancer;

? / ? × ? = ?% were due to stroke.

For Jefferson County:

? / ? × ? = ?% heart disease;

? / ? × ? = ?% cancer;

? / ? × ? = ?% stroke.

For Fayette County:

? / ? × ? = ?% heart disease;

? / ? × ? = ?% cancer;

? / ? × ? = ?% stroke.

___________ County has proportionately fewer deaths in these top three categories.

16. See Exhibit F.10. Please Fill in the values for the highlighted columns

17. _________ has higher rates for heart diseases and GI diseases, ________ has higher rates for the other categories. _____________ has a higher overall rate for these five Major Diagnostic Categories (MDCs).

18. See Exhibit F.11.

The SMR is:

? / ? = ? for UK

? / ? = ? for UL.

____________ has a better SMR,  better than the overall state rate. Outpatient Immunization Clinic Capstone Assignment

Please Fill in the values for the highlighted columns

19. Yes / No, because ….

20. Factors to control for fair comparison include ________________________________

21. See Exhibit F.12. Please Fill in the values for the highlighted columns

Overall expected deaths is ? for Chandler and ? for Louisville.

The SMR is ? / ? = ? for Chandler and ? / ? = ? for Louisville.

After adjusting for severity within MDC, _____ has a better SMR than _____, and _______have a better rates than the state.

Competing Hospitals Financial Analysis

Description
Instructions
Financial Analysis of Two Competing California Hospitals
This Signature Assignment is worth 50 points and is due the last day of class, Saturday May 28, midnight PST (no exceptions or late work accepted). If you have not completed Steps 1-3 during the previous week’s assignments, do them now in preparation for writing your paper. Your well-written paper should include the following elements:

Briefly provide a general overview of each hospital (ownership, community served, brief history, general goals/objectives, etc) (2 paragraphs max)(6 pts)
Compare and contrast key operating and financial indicators for each hospital and compare with industry benchmarks. This can be done in table format. (8 pts) Competing Hospitals Financial Analysis
Analysis Part 1: Explain and summarize what these indicators mean in terms of overall performance for each hospital. Imagine you’re preparing a written financial report to the board of directors. Help them understand what you’re presenting. (10 pts)
Analysis Part 2: Summarize your overall findings from your analysis. Which hospital is performing better on which indicators and why? Are these two hospitals direct or indirect competitors? How do they each best serve their community? How well are they achieving their respective mission? (10 pts)

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Human Resource Assessment of DMi

Human Resource Assessment of DMI

Talent and Acquisition

Talent acquisition is a critical component for any organization. It aids in finding and hiring the right people for a position that ties to the overall plan of an organization. It ultimately affects the future success of an organization. Effective talent acquisition is critical for DMI. Through it, the entity has achieved its targets for the last ten years. Getting the right people for jobs is essential for any entity that seeks to prosper in its activities. Through this process, candidates are assessed on every aspect necessary for the job and how they fit in the organization culturally and its prospects. DMI is able, through this particular process, to obtain candidates that tie into its future processes. It allows them to stay competitive and save a lot of time and money. Through its CEO Dr. Lockford Jones, the entity is preparing for the future. It should ensure that all candidates seeking a position within the organization are tied to its future needs of delving into the diagnostics market.

Learning and Development

Training and development assist organizations in gaining and retaining top talent, increasing job satisfaction and morale, boosting productivity, and earning additional revenue. Retaining employees is a significant challenge, more so in health care. However, DMI, through its high level of retention, has been able to consistently meet its set targets over extended periods. Therefore, it is critical that as it seeks to change its trajectory, an increased focus on the retention of employees is necessary, and this can be achieved through enhanced learning and development engagements for employees (Hamza et al., 2021). Often, employees want to gain additional knowledge and aim for companies that seek to do so, leading to higher levels of employee retention. The new president or CEO should focus on providing additional learning and development for the employees in high technology and enhanced diagnostics. It is a path the organization seeks to put additional focus on. Learning and development equally empower the personnel and enhance workplace engagement. Employees can prod or ask questions that lead to higher levels of output. Competing Hospitals Financial Analysis

Collaboration, Teamwork, and Futuristic Discovery in Health Care

Teamwork in health is more than two individuals interacting within an interdependent context, all with a common purpose (Scully-Russ & Torraco, 2020). They are all working towards measurable goals and benefit from management that maintains stability by encouraging honest and transparent discussions and problem-solving mechanisms. Collaboration and teamwork are essential because clinical care is becoming increasingly complex and highly specialized, requiring medical personnel to undertake complicated health practices and learn new methods (Scully-Russ & Torraco, 2020). Aging populations and a rise in chronic ailments lead to medical practitioners having to undertake all activities through a multidisciplinary approach. Working together in health care reduces the possibility of having medical errors, thereby enhancing patient safety. Teamwork also reduces issues that often result in burnout. Innovation or futuristic discovery is more likely to occur within a collaborative setup instead of not having one.

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Organizational Effectiveness, Innovation, and Rewards

Organizational effectiveness measures the success of organizations in meeting their respective goals. An effective organization can run smoothly and also functions well. DMI is highly effective as it has been able to meet its targets over the years. As it embarks on focusing on new areas, it needs to ensure that previous methods utilized that led to high levels of effectiveness should still be explored as they were working for the entity. Innovation is vital for any entity. In the case of DMI, the organization needs to increasingly incorporate technology in its undertakings coupled with selling devices geared toward modern-day technology. However, caution should be exercised when selling such commodities as with technology, innovation occurs rapidly, and as such, the entity must ensure it has up-to-date machinery or devices to sell. DMI considering the high level of effectiveness of its employees should seek to utilize technology to continuously elevate the organization to greater heights. It should recognize the employees through various reward schemes. The sales team, for instance, should get rewards when they sell equipment or devices worth a specified amount (Waheed et al., 2019). The beauty of doing so is that it keeps the employees competitive and seeking to do more which ultimately benefits the entity well into the long run.

Diversity and Inclusion

Diversity and inclusion are more than just having programs and policies in place. It is respecting all personnel’s unique needs, perspectives, and potential. Diverse and inclusive workplaces enhance trust and increased commitment from employees. In DMI, diversity and including needs to make everyone, irrespective of hierarchy, race, or gender, feel equally involved and supported in all areas within the workplace (Waheed et al., 2019). Driving diversity and inclusion within the workplace fosters higher revenue growth and increased readiness for innovation. As DMI embarks on new territories, it should ensure that all team members are seen and included in that journey. Through their engagement and appreciation, the entity will be more likely to achieve its desired goals and or objectives.

Business and Human Resource Strategy

A human resource strategy is crucial in the overall plan for managing its human capital to align it with its business operations. The HR strategy gives the direction for all key areas encompassing human resources, such as hiring, performance audits or appraisals, training and development, and compensation (Waheed et al., 2019). The HR strategy for the organization should focus more on the long-term plan and should have specific characteristics. They include an analysis of the entire organization and its external environment; it should take over one year to implement and primarily assists in the organization’s deployment or direction of HRM.

The strategy should be revised annually and incorporate expert judgment of senior human resource management. The casual model will be deployed to create the HR strategy. The beauty of utilizing this particular model is that it shows the origins of HR and how it influences HR execution and output or business performance (Amberg & McGaughey, 2019). Through the strategy, the organization can incorporate the broader business strategy. It showcases HR activities that create value, and the organization’s strategy will be leaning towards incorporating digital technology in health care. The overall strategy is extensively tied to both past and present occurrences. Staff management has been top tier considering that the company has met its target for over ten years, and the factors leading to it will remain within the strategy. Competing Hospitals Financial Analysis

Aligning HR and the New Strategic Direction

HR and DMI’s Focus on Growth

The focus on growth will be largely skewed towards prioritizing having the team members centered on scaling new heights. The organization’s current market segment is primarily saturated and will hit a plateau in the short run. For this reason, DMI seeks to venture out into new territories for its business (Amberg & McGaughey, 2019). For starters, extended efforts will be placed on training and development in digital health care provision through the devices sold by the organization. Within this approach, the organization aims to create a niche of employees that are well vast within the increasingly digital approach to health care. Once this facet of the organization is extensively explored, the entity can then seek to become a pioneer and dominant force within a new market niche for health care.

Legal and Ethical Considerations

The legal and ethical considerations mainly ensure that everyone within the organization is treated fairly and with no bias at all times. DMI is and should always remain an institution that prides itself in creating avenues through which all employees can grow and enhance their skills. The company should ensure that all roles and compensation made for its employees are well within their rights as entrenched in the respective labor laws. Ethical considerations include ensuring that third parties involved in the entity’s activity equally conduct themselves fairly. The human strategy of the organization should factor in all these components, and training plus sensitization of employees is critical for the validity of their values.

FAQs

What does DMI stand for, and what are its core activities?

Diagnostic Medical Inc is an organization that places extended focus on diagnostics health care across the board. It offers products and services tailored to this market in diagnostic equipment and hospital products.

What does the human resource section of the organization look like?

The entity employs over 600 individuals delving into different components of its core business. They include sales and marketing, operational and finance. Over the years, the organization has been able to have high staff retention, leading to an extensive portion of the organization remaining as part of the team and meeting the set targets consistently.

What is the future of the diagnostics market?

Technology cannot possibly be ignored within health care. The future of diagnostics is primarily driven by technology and seeks to encompass more in-depth techniques of indulging in the diagnosis of patients. Competing Hospitals Financial Analysis

References

Amberg, J. J., & McGaughey, S. L. (2019). Strategic human resource management and inertia in               the corporate entrepreneurship of a multinational enterprise. The International Journal of                     Human Resource Management, 30(5), 759-793.

Hamza, P. A., Othman, B. J., Gardi, B., Sorguli, S., Aziz, H. M., Ahmed, S. A., … & Anwar, G.             (2021). Recruitment and Selection: The Relationship between Recruitment and Selection              with Organizational Performance. International Journal of Engineering, Business, and               Management, 5(3), 1-13.

Scully-Russ, E., & Torraco, R. (2020). The changing nature and organization of work: An             integrative review of the literature. Human Resource Development Review, 19(1), 66-93.

Waheed, A., Miao, X., Waheed, S., Ahmad, N., & Majeed, A. (2019). How new HRM practices,                         organizational innovation, and innovative climate affect the innovation performance in the IT             industry: A moderated mediation analysis. Sustainability, 11(3), 621.                      https://doi.org/10.3390/su11030621. Competing Hospitals Financial Analysis