Tag: Clinical-Nursing

Please complete attached “Sleep and Dream Diary”. You should complete the grid each morning when you first wake up. In this weeks’ assignment you will need to analyze results of your “Sleep and Dream Diary” and come up with the hypotheses. For example, one might hypothesize that those who spend more time sleeping also spend more time dreaming and thus can report more dreams.

Please formulate your hypotheses and write a two page summary of your hypothesis and supporting facts and findings.

This assignment must be submitted in “doc” or “ docx.” format. Additionally, it must be typed, double spaced, Times New Roman font (size 12), one inch margins on all sides. Type the question followed by your answer to the question. A title page is to be included. The title page is to contain the title of the assignment, your name, the instructor’s name, the course title, and the date.

Health care beliefs of the Korean and Mexican heritage

1. Describe the health care beliefs of the Korean and Mexican heritage on how they are related to the delivery of health care.

2. Is there any similarity between this two cultures.

3. Give your opinion on how the beliefs of the this two culture influence the delivery of health care.

As always and stated in the syllabus present your assignment in an APA format word document on an Arial 12 font attached to the threat in the tab of the discussion question call “week 10 discussion questions”.  A minimum of 2 evidence based references are required and two replies to any of your peers sustained with the proper references are required.  A minimum of 500 words are required.

Learning Objectives

Students will:

Develop diagnoses for clients receiving psychotherapy*

Evaluate efficacy of existential-humanistic therapy for clients*

Analyze legal and ethical implications of counseling clients with psychiatric disorders*

Analyze clinical supervision experiences*

* The Assignment related to this Learning Objective is introduced this week and submitted in Week 10.

For 
Part 1
, select a client whom you observed or counseled this week (other than the client used for this week’s Discussion). Then, address the following in your Practicum Journal:

Describe the client and identify any pertinent history or medical information, including prescribed medications.

Using the DSM-5, explain and justify your diagnosis for this client.

Explain whether existential-humanistic therapy would be beneficial with this client. Include expected outcomes based on this therapeutic approach.

Explain any legal and/or ethical implications related to counseling this client.

Support your approach with evidence-based literature.

For 
Part 2
, reflect on your clinical supervision experiences. Then, address the following in your Practicum Journal:

How often are you receiving clinical supervision from your preceptor?

What are the sessions like?

What is the preceptor bringing to your attention?

How are you translating these sessions to your clinical practice?

Human resource management (HRM) essay

Human resource management (HRM) is a system of improving utilization of human capital and associated productivity through the development of relationships and objectives of employment amongst the staff and their organization (Trebble, Heyworth, Clarke, Powell, & Hockey, 2014). HRM is considered to be strategic when it supports achieving organizational objectives. Strategic human resources management (SHRM) states that an organization must acquire realistic information on the capabilities and talents to their employees, in order to be effective and adapt to changes quickly (Pynes & Lombardi, 2011).An example of this, is using the skills of the staff as a resources to develop a competitive advantage from other organizations, instead of simply supporting the organization and its goals (Trebble, Heyworth, Clarke, Powell, & Hockey, 2014). We can observe this when using strategic human resources, as this type of resource aims at making the necessary changes to support and or improve the overall operational and strategical objective of the organization (Pynes & Lombardi, 2011). SHRM is important because it can help with designing jobs, hiring proper staff, develop the employees skills, and identify new approaches to improve the overall performance and customer service, etc.(Fottler, 2008). A successful healthcare manager needs to be able to understand the impact any change may have on their company’s performance, and therefore, prepare themselves and the staff for such changes. He or she understands human behavior, works effectively with his or her employees, and is knowledgeable about numerous systems and practices available to improve the overall performance of the facility, including the staff. The manager must also be aware of the economic, technological, social, and legal issues that can affect human resources, and the facility (Fottler, 2008). The performance of an organization will determine the outcome of such. An organization must be competitive to ensure their success. Strategic human resources management helps health care organizations match the requirements of their human resources with the needs of the organization, and the demands of its external environment. SHRM ensures the appropriate staff needed, and it assists with the needs of clinical outcomes and human resources practices (Pynes & Lombardi, 2011).

There are several ways for an organization to maintain and achieve sustainable competitive advantages through human resources. Human resources are valuable because they can improve the efficiency and or the aeffectiveness of the corporation. They also focus and improve the employees skills. Organizations can also achieve competitive advantages through SHRM by encouraging proactive behavior, improving communication, improving the company’s goal and vision, and improve strategical planning (Fottler, 2008).

Human Resources strategies include staffing, development, compensation, and workforce composition. A staffing strategy is a set of activities used by the organization to determine its proper employee needs. A developmental strategy assists the organization in enhancing the quality of its human resources. A compensation strategy has to complete the organization’s other strategies. An example of this is, if the organization in pursuing a strategy of diversification, its compensation strategy can be aimed towards rewarding the employee whose skills allow them to move from the original business to the relevant one. A workforce strategy has to change over time as the workforce diversifies (Fottler, 2008).

A healthcare manager is constantly improving and changing strategies. It is important that he or she makes the more appropriate decision pertaining his or her company. Philippians 4:6-7 says: “Do not be anxious about anything, but in everything by prayer and supplication with thanksgiving let your requests be made known to God. And the peace of God, which surpasses all understanding, will guard your hearts and your minds in Christ Jesus.” When in doubt, we must remember that god will provide us with the knowledge to make the proper decision.

References:

Fottler, M. D. (2008). Strategic human resources management. Human resources in healthcare: Managing for success, 1-26.

Pynes, J. E., & Lombardi, D. N. (2011). Human resources management for health care organizations: A strategic approach (1st ed). San Francisco, CA: Jossey-Bass.

Trebble, T. M., Heyworth, N., Clarke, N., Powell, T., & Hockey, P. M. (2014). Managing hospitals doctors and their practice: what can we learn about human resource management from non-healthcare organizations? BMC Health Services Research, 14(1), 1-11 .doi: 10.1186/s12913-014-0566-5.

Discussion #2

The discussion around the movement back towards a pay for performance model in healthcare compensation has become trending in healthcarehuman resources.  In the past this system has come under fire for being subjective and focusing primarily on compensation (Pynes & Lombardi, 2011).  In order for a merit pay, otherwise known as pay for performance system to work, strategic goals for evaluation must be aligned with the overall goals of the organization, as well as training raters which will most likely be managers need to be held accountable as well (Pynes & Lombardi, 2011, p. 264).

 

In coming fiscal years, Medicare will allow for individual physicians, practices, or medical groups report goals to participate in Merit-Based Incentive Payment System (MIPS) program (Rutherford, 2017, p. 51).  Many of the goals that can be selected from for additional Medicare compensation are supportive of other trending topics in healthcare such as quality improvement, integration of electronic health records, and reporting procedures (Rutherford, 2017, p. 52).  By participating in national level merit pay programs an organization regardless of size could increase the ability of payments that it can give to its providers.  “For medical practice managers in groups serving any significant Medicare population, participation in the Medicare MIPS program is a sound strategy for 2017” (Rutherford, 2017, p. 53).  Pulling national and government funds to be able to give merit pay to healthcareproviders allows the organization to use organizational dollars to offer merit rewards to the support staff.  Offering merit pay to support staff can be used to attract and retain employees, which can save costs overall in regard to recruiting and training due to staff turnover.

 

Merit pay or pay for performance offered for all employees of a healthcare organization can possibly increase employee morale, and play a significant role in the retention of employees.  However, when employees stay with an organization for longer than 10 years it is possible that they could max out their pay, it would not make sense to play an employee such as a lab technician more than a BSN registered nurse.  In order to avoid this from happening managers and HR leaders need to look towards a compensation system that attracts, retains, focuses, and motivates employees (Boden, 2017, p. 411).   Additional ways that pay for performance can be used is in the rewarding of additional benefits, such as paid days off, scheduling preferences, or improved overall benefits.  “If it sounds like you’re simply ‘cutting’ earning potential, you will drive morale deeper yet” (Boden, 2017, p. 412).  For this reason, a clear pay structure and earning potential needs to be crafted by management and HR and shared with employees particularly if there will be a change to the overall compensation system with the move to pay for performance or merit pay.

 

Fair pay and compensation of employees is not only legally required, but ethically encouraged.  When looking to scripture for guidance in the compensation of employees managers and leaders in HR can look to 1 Timothy 5:18, “For the Scripture says, ‘you shall not muzzle an ox when it treads out the grain,’ and, ‘the laborer deserves his wages’” (English Standard Version).  In the case of healthcare compensation it is very important to make sure every level of care is compensated appropriately.  Pay for performance or merit pay can be a cost saving compensation system that can be used inhealthcare to reward top performers for their excellence in care, as opposed to using traditional methods of time in service, experience, and position.  It is important to make sure that each employee has wages that they deserve.  An additional benefit or compensation that could be given due to performance is educational benefits to give top performing employees the chance to advance their pay potential within the organization.

 

 

Boden, T. W. (2017). Establishing a fair wage structure for the healthcare practice. The Journal of Medical Practice Management: MPM, 32(6), 411-412. Retrieved from
https://search-proquest-com.ezproxy.liberty.edu/docview/1930757658?pq-origsite=summon&accountid=12085

 

Pynes, J. E., & Lombardi, D. N. (2011). Human resources management for health care organizations: A strategic approach. San Francisco, CA: Jossey-Bass. ISBN: 9780470873557.

 

Rutherford, R. (2017). Thriving under medicare’s newest pay-for-performance program: Strategies for success with the merit-based incentive payment system: Part III. The Journal of Medical Practice Management: MPM, 33(1), 51-54. Retrieved from
https://search-proquest-com.ezproxy.liberty.edu/docview/1933856170?pq-origsite=summon&accountid=12085

Unionization and the Nursing Profession Essay Discussion

Unionization is a highly charged topic. No matter what your beliefs or thoughts are on the subject, one thing is clear—nurse managers have a significant responsibility to promote the goals of their organizations while appreciating the labor concerns that may prompt employees to join unions. Beyond that, it is helpful to reflect on the core values of nursing and consider the extent to which they align with unionization.

To Prepare

Review the information in the Learning Resources. Conduct additional research on unionization in health care.

Consider the professional basis of nursing and the presence of unions in health care. Does unionization conflict with a professional nursing orientation?

Reflect on the experiences you have had working in unionized settings, or consider what would be required of you in such a setting if you do not have that experience.

Consider how you would address transitioning from being a member of a collective bargaining unit to being a manager who cannot be a member of a collective bargaining unit. How you might prepare to make this sort of transition?

Post
your position on whether unionization aligns with or conflicts with a professional nursing orientation and what this may mean for the role as a nurse manager. Share your experiences working in a unionized setting or describe what might be required of you when transitioning from one circumstance to another.

Recall a moment when you acted as a utilitarian . Explain by calculating the net benefit you brought with your act. apply minimum ((((3 utilitarian claims)))) in your paragraph.

Purpose:
Comment
on the Discussion

 

Thing to Remember:

Answer this discussion with opinions/ideas creatively and clearly. Supports post using several outside, peer-reviewed sources.

1 References, find resources that are 5 years or less

No errors with APA format 6 Edition

 

To Comment:

Third-Party Payment Distortion of the Healthcare Market

The healthcare market is distorted by third-party payments due to the increase in demand, causing an increase in health care costs (Buff & Terrell, 2014).  With more people being covered under some sort of health insurance plan as a result of the Affordable Care Act (ACA), more are seeking medical services, and inadvertently causing medical costs to rise in response to the greater demand.  It only makes sense that someone who couldn’t afford health insurance before the ACA, would now want to utilize what they are required to have now.  For example, someone who did not have health insurance before may not have gone to see a doctor for a cold because of the high cost that they would have been responsible to pay for on their own, may now go to a doctor simply because they would only have to pay a portion of the overall cost.  Plus, many insurance policies cover preventative care services completely, which also adds to the rise in demand.

Wealthy Countries Third-Party Intermediaries

Although there are many differences in the health insurance policies between the United States and other industrialized, wealthy countries, the use of third-party insurance intermediaries are generally not one of them. Third-party insurance intermediaries help to control medical costs that limit the eligible amount of provided health care expenses for reimbursement by what is known as global budget payments (Ridic, Gleason, & Ridic, 2012).  Global budgeting seems to be successful in the majority of wealthy countries because of how their health care and insurance policies are set up and reinforced.  In most of these countries, the government is the major entity responsible for paying the hospitals and those medical professionals providing medical services (Wolfe & Moran, 1993).  This system helps to contain the rise of medical costs.

Elder Citizens Payment Program

The United States’ population of the elderly are covered by Medicare, an insurance program set for those the age of 65 years old and older.  This program is protected by AARP and offers hospital and physician insurance coverage, and exists because the elderly cannot be covered by commercial programs offered through employers, since the elderly are generally no longer employed at this age (Engel, 2016).  The elderly tend to be a population that need more medical care than those of a younger, working age; therefore need to be covered by some sort of insurance plan.  In part, this group has worked and paid into an insurance plan for the majority of their adult life.  Once they reach retirement age, they no longer are covered by their former insurance coverage through their employer, but need insurance coverage more than ever before.  And since they are not working, they no longer have the income to support private insurance premiums.  Medicare ensures that the elderly are able to get the medical services they need to thrive in their golden years.

References

Buff, M.J., & Terrell, T.D. (2014, Summer). The role of third-party payers in medical cost             increases. Journal of American Physicians and Surgeons, 19(2), 75-79.

Engel, J. (2016). Healthcare costs: Follow the money. In D.M. Nickitas, D.J. Middaugh, & N.      Aries. D. (Eds.), Policy and politics for nurses and other health professionals (2nd ed.),         pp. 257-258. Burlington, MA: Jones and Bartlett Learning.

Ridic, G., Gleason, S., & Ridic, O. (2012, April 15). Comparisons of health care systems in           the United States, Germany, and Canada. Materia Socio-Medica, 24(2), 112-120. doi:             10.5455/msm.2012.24.112-120

Wolfe, P.R., & Moran, D.W. (1993, Spring). Global budgeting in the OECD countries. Health     Care Financing Review, 14(3), 55-76.

Health Information Patient Handout

One of the pivotal goals of consumer health literacy efforts is to design educational materials that 
attract
 as well as 
educate
 users. In this Assignment, you design a health information document on a topic that is of interest to you.

To prepare:

Select a health issue of interest to you.

Identify the audience or population that you seek to educate about this issue.

Search the Internet to find credible sites containing information about your selected topic.

Review the two health literacy websites listed in this week’s Learning Resources. Focus on strategies for presenting information.
Assignment:

 

Design an educational handout on the health issue you selected.

Include a cover page.

Include an introduction that provides:

An explanation of your issue and why you selected it

A description of the audience you are addressing

In the handout itself:

Develop your handout in such a way that it attracts the attention of the intended audience.

Include a description of the health issue and additional content that will enhance your message (i.e., key terms and definitions, graphics, illustrations, etc.).

Recommend four or five sites that provide clear, valuable, and reliable information on the topic.3-4pages please, citations within text, include reference page please.

Note:
 Remember to keep the information in your health handout and its design at the appropriate level for the audience you are seeking to inform.

Purpose:
Comment
on the Discussion

Thing to Remember:

Answer this discussion with opinions/ideas creatively and clearly. Supports post using several outside, peer-reviewed sources.

1 References, find resources that are 5 years or less

No errors with APA format 6 Edition

 

To Comment:

Topic 1: Third-party Payment

Third-Party Payments Distort the Market

            
Third-party payment systems are what we commonly refer to as the insurance of today’s society.  This term has a specific and precise meaning.  Insurance coverage in which a company (third party), pays a provider (second party), to deliver the health care services to the patient (first party) (Scandlen, 2012).  This system did not exist until the 1930’s and was created by hospitals due to the Depression of this era, commonly known today as BlueCross (Scandlen, 2012).

Third-party payments distort the market in many ways.  With any insurance, it can only cover what is classified as insurable risks, this includes three factors, first being the chances of loss are small; secondly, the magnitude of the loss is devastating financially; lastly, when the risks are spread across a large group, premiums are affordable (Buff, Terrell, 2014).  With these three sections identified, most insurances no longer fall into this category and are now required to cover predictable expenses for minor care as outlined by the Patient Protection and Affordable Care Act (PPACA).

 

Use of Third-Party Intermediaries for Health Care

With the use of these third-party payer systems, consumers are immune to the costs of the health care which is being provided.  Most of us go to the doctors or to the hospital for a procedure and we just pay our deductible and go about our day.  Do we really need that test or know what it is going to cost?  Most hospitals have a chargemaster that is an itemized list of services (Arora, Moriates, Shah, 2015). This list is usually set at a much higher rate than the services actually cost.  This practice allows for hospitals to negotiate with the large third-party payers to come to a settlement on the cost, this often offsets the price of the underinsured or noninsured (Arora, Moriates, Shah, 2015).

            
Doctors and patients do not know what is really paid or what a service will cost because of these negotiations that occur, and it varies from patient to patient, dependent on their coverage (Arora, Moriates, Shah, 2015).  There is a national movement for price transparency and charges easily accessible to be seen by all (Arora, Moriates, Shah, 2015).

Elderly Citizens Separate Payment Program

It is estimated that 95% of all persons over the age of 65 is covered by the government health care insurance known as Medicare (Gilford, 1988). This program was designed to explicitly cover major costs associated with acute illness and chronic illness, to the extent of long-term care (Gilford, 1988).  This program is attached to the Social Security system and has three parts, A for hospitalization, B for medical insurance, C is a privately purchased supplement, and D for prescriptions (Smith, 2015).  There is no eligibility requirement for Medicare, only age, and disability (Smith, 2015).

 

References

Arora, V., Moriates, C., & Shah, N. (2015, November). 
The Challenge of Understanding Health Care Costs and Charges.
 Retrieved from AMA Journal of Ethics: http://journalofethics.ama-assn.org/2015/11/stas1-1511.html

Buff, M., & Terrell, T. (2014). The Role of Third-Party Payers in Medical Cost Increases. 
Journal of American Physicians and Surgeons , 19
(2), 75-79. Retrieved from Journal of American Physicians and Surgeons : http://www.jpands.org/vol19no3/buff.pdf

Scandlen, G. (2012). 
Myth Buster #20: Third-Party Payment.
 Retrieved from National Center for Policy Analysis: http://healthblog.ncpa.org/myth-buster-20-third-party-payment/#sthash.4zdGvIj3.dpbs

Smith, L. (2015). 
What’s The Difference Between Medicare And Medicaid?
 Retrieved from Investopedia: http://www.investopedia.com/articles/pf/07/medicare-vs-medicaid.asp

The Evidence Based Practice (EBP) Project Part 3: Literature Review and Nursing Implications

Now that you’ve found your evidence, summarized the material, and completed your TOE, it’s time to do your critical literature review and nursing implications sections. Use the data from your TOE to help you.

Submit to the Assignments section the following:

The names of all group members.

Restate your PICO question (in question format only).

Complete the Literature Review section

Include 5-10 paragraphs demonstrating that you have fully read and analyzed all of the evidence. You will likely need to use subheadings to organize your review. Consider questions such as:

What were the common themes throughout the articles?

Were the articles studying the same/different variables?

Were the findings the same/different?

How do the main objectives/purposes of the researchers affect how the studies were designed/carried out?

Discuss the levels of evidence and how that affects the credibility of the findings.

How did the design of the studies affect the outcomes?

Discuss reliability and validity of findings.
 (Focus heavily on this part. It doesn’t matter what the findings say if they aren’t reliable/valid, so fully evaluate them based on the criteria from the textbook. Discuss the different types of reliability/validity. Be very specific.)

Is the evidence contradictory? If so, why might this be so? (i.e. One study is more reliable than the other.)

Complete the Implications for Nursing Practice section

Include 1-2 paragraphs of implications for nursing practice.

Consider such questions as:

How can/should nursing practice change based on these findings?

How should nurses respond to these findings?

Can current nursing practices be improved with these findings?

Etc.

Note: This is the crux of your entire paper, so make sure to focus on it. Nursing research is only important if you can use it to improve nursing practice. This section doesn’t have to be long, but make it count.