Tag: Clinical-Nursing

Standards and Regulation for Healthcare Administrators Essay

Read three scholarly peer-reviewed articles on the standards and regulation for healthcare administrators such as medical privacy, HIPAA, HITECH, MMA, medical staff credentialing and privileges. Write a 3-4 page paper providing a brief summary of the key points in each article from a legal and ethical perspective, then compare and contrast the findings and recommendations from the perspective of a healthcare administrator or chief of medical staff.

Your paper should meet the following requirements:

Be 3-4 pages in length, not including the cover or reference pages.

Be formatted according to the
APA
referencing

Provide full APA citations for articles under review.

Utilize headings to organize the content in your work.

Nurses Shortages in US Healthcare Research Proposal

Write a paper addressing the sections below of your research proposal in Nurses Shortages in US Healthcare

Theoretical Framework

Overview and Guiding Propositions(s) Described in Theory

Application of Theory to Your Study’s/Project’s Focus

 

Grading Criteria

Theoretical Framework is described and includes overview and guiding propositions.

Application of theory to proposed study is explained fully.

Followed APA guidelines for writing style, spelling and grammar, and citation of sources.

Christian Concept of Imago Dei in Healthcare Essay

What is the Christian concept of the 
imago dei
? How might it be important to healthcare, and why is it relevant?

Let our competent and experienced writers write your Christian Concept of Imago Dei in Healthcare Essay from scratch, with zero plagiarism and deliver it on time.

Gilbert Meilaender Bioethics Essay

As you reflect on Meilaender’s readings, what is his distinction between procreation and reproduction, as well as that of being begotten versus being made? Do you agree with his description? Why or why not?

Strategic Role of Hr In Mergers & Acquisitions Essay

Executive Summary

In a merger & acquisition, role of an HR has emerged as a very critical function. At each stage of merger and acquisition process, HR plays a strategic role. The importance of role of HR part in integration of the merged companies should not be taken lightly and should be handled very carefully and with due planning. At pre acquisition stage, due diligence should be taken before the start of the process and HR must carve out its role in this due diligence stage. Cultural compatibility should also be considered before taking any decision regarding integration of the two companies. HR should analyze the cultural similarities and differences between the two companies. Communication also plays an important role in the integration process. If HR does not give due diligence while deciding the strategy for integration of the merged companies then it might sabotage the entire merger and might result in failure of the merger.

Title Page

The report focuses on the strategic role played by HR in a merger and acquisition. In past it has been seen that role of HR has not been given due importance while taking decisions regarding integration of merged companies. This report highlights the strategic role that HR should play in framing strategy for integration of the merged companies.

Introduction

In the new global economy, as the rules of business are changing, the rate of growth of Merger and Acquisition has acquired a new pace. According to Mergerstat.com for year-to-date of 2002, there have been 4,363 mergers and acquisitions worth over $291.7 billion. The industry breakdown of the top five is as follows (Mergerstat, 2002)

Internet – 659 deals worth $ 26.06 billion;

Healthcare – 319 deals worth $75.25 billion;

Telecommunications – 187 deals worth $11.53 billion;

Banking – 146 deals worth $11.04 billion; and

Semiconductors – 47 deals worth $2.4 billion.

However the growth in mergers and acquisitions and activity around the world, the volume of capital at stake, and the frequency of merger and acquisitions stand in stand in sharp contrast to the failure rate which is being observed.

Literature Review

According to study done by KPMG international on mergers and acquisition found that around 75 percent to 83 percent of the mergers fail (PR Newswire, 1999). Here we mean failure as lowered productivity, labour unrest, higher absenteeism, and the l oss of shareholder value. And in some of the cases, it could also be inferred as the well publicized dissolution of combination of the above mentioned factors. As evident from above, human resources could be easily identified as one of the potential factor in M&A failure (A & Shin, 2004) (Sthal & Mendenhall, 2004) (Weber, Shenkar, & Raveh, 1996).With the focus towards integration of human capital during merger and acquisitions, human resource (HR) managers are coming more into the picture, and organisations expect them to play a more strategic role, especially so in the case of extensive organisational changes (Bjorkman & Soderberg, 2003). Today this requirement becomes more important in the terms that the past decade has been characterized by the enormous growth in M&A. The role of HR becomes more and more complex, as HR needs to integrate its own practices and also provide for two more roles i.e. a strategic role for companywide integration and a support role for business unit transaction (Galpin & Herndon, 2000)

Every merger and acquisition can be classified into different categories and the issues which become relevant to it are quite dependent on the organisations which are going through the process, and their synergic dependence. According to one of the studies conducted by Mercer Consulting group, some of the key issues which came out to relevance have been explained in the Figure 1 (Harrison). This study analyzed the process of integration on the basis of degree of difficulty and level of importance. Based on this study, the key point which emerges is that addressing the key employee issues become very important, especially so when the mergers are quite large and are strategically very important for maintaining the competitive advantage.

A look at the above figure would definitely show the importance and the onus which lies on the HR Department to take the merger and acquisition to a next level of completion.

Discussion

Every merger and acquisition leads to the integration of the acquired firm to the culture of the new firm, which basically could be divided in the following four stages:

Pre Acquisition

Foundation Building

Rapid Integration

Assimilation

Every stage of the integration process is the new way forward for HR department to make the acquisition successful. We would take each stage individually and relate it with the strategy to be followed by the HR department.

Pre Acquisition

In this stage, HR needs to take due diligence before starting of the activity. Beginning at the start of the process, HR must carve out its role in the due diligence process. The concept to be understood is that due diligence is much more than a financial tool. It’s a tool for assessing the value of human assets, which are not shown on balance sheet, so as to determine the true value of the deal and its likelihood of the success.

First step which needs to be taken is to identify the key peoples and to take immediate steps to keep them engaged with the organisation, even after the deal has been finalized. This means that each business unit needs to be understood, be it the field organisation of stores or be it the process for sales people. It’s very important to keep in mind the importance of the field, which is often overlooked during the integration process. Each key individual should be assessed against a set of clearly defined competencies, which would be based on the needs of the new group.

The key areas which emerge for due diligence by HR could be as follows:

Culture

Employee demographics and Competency Analysis (Based on requirements of new group)

Key Talent Analysis

Compensation and Benefit structure to be adopted, its measure with the existing company and how does it aligns with the parent company

Any legal issues such union contracts, pending employee litigation or worker’s compensation etc.

Methodology

Apart from the above mentioned areas, it’s also important to identify and determine the roles needed and identifying the best people who are most suited for them. Most of the times, pivotal people in the organisation, get lost because staffing decisions are made without any plan, without giving thought to equitable process of assessment, and without taking the future needs of business into consideration.

Culture Compatibility

An important aspect of the pre acquisition strategy is to understand the similarities and differences between the two companies at the outset, so as to compatibility could be determined at the initial stage itself, and relevant decision regarding merger and acquisition could be taken.

A 2006 white paper from the Economist Intelligence Unit revealed that 67 percent of survey respondents pointed to cultural integration as both the most important people issue and the most critical success factor in an M&A deal (Bundy & Hukins, 2009). More recently, a report from the Economist Intelligence Unit titled M&A Beyond Borders: Opportunities and Risk, in conjunction with Mercer, found that organisational culture differences and human capital integration issues ranked as the two most significant challenges faced by respondents in recent transactions.

HR could play vital role in this aspect, as it’s the only function which is equipped enough for determining the compatibility. Some of the key areas which need to be focused during this stage could be as follows:

History of the company, its reputation in industry, and its product and services

Where does the authority lies within the company, is it bureaucratic or freewheeling etc

Emotional element involved i.e. what does the employees think about company, management and future? What employee behaviors are the norm and what values and beliefs are behind those norms?

It’s imperative to identify the cultural areas of dissonance, so that people can dispel misconceptions and begin creating a culture that’s right for the new organisation. If this step is not taken at the onset of the process itself, then it’s quite possible that it could become major point of conflict at the later stage.

Integration Planning

Any merger and acquisition would not be able to reach to its goal, unless and until a clear plan and timetable is not assigned to it. The plan needs to be broken down by the different functions:

What needs to be done?

Who’s going to do it?

When it will be complete?

This means that integration efforts need to be undertaken by a full time dedicated team. There should be fixation of responsibility on an integration project manager, who would be free from all the routine responsibilities. The integration project manager would be requiring a special set of competencies such as program management, broad experience in parent company business, and specific functional expertise relevant to the new business. Hence the primary responsibilities which need to be taken care by HR during this phase would be to:

Developing the strategies for retaining people

Examining compensation and benefit programs

Identifying the barriers to a merged culture

Creating and implementing a plan for establishing the communication with the newly merged organisation

 Findings

Based on the above responsibilities, following strategy needs to be adopted by the HR Team during the whole process:

The HR team that is in charge of the culture integration must start by building a clear view of the context of change and the rationale behind the M&A. It must ensure that all parties have a full and comprehensive understanding of the context of the deal and the outcomes that need to be achieved.

Next they need to determine the degree of integration in two parts. First, translate the understanding of the deal in terms of the target operational integration. Second, determine the extent of cultural integration required to achieve that operational integration.

Then clarify the specific behaviors required to run the combined business and include a behavioral assessment of each organization and an assessment of their combined future state. Follow this by proposing the culture change hypothesis – specifically, what changes in behaviors must take place to successfully run the post-deal business.

Next identify the drivers needed to influence those behaviors, design the drivers (initiatives) and then implement those drivers through an effective change management process. Finally set up an appropriate measurement system and reinforce the cultural changes.

 
Communication

According to a recent Mercer Transatlantic Study, 75 percent of executives surveyed said that communicating with employees and harmonizing corporate culture were the most important factors for post merger integration. Business leaders recognize that they often fall short in this area (Peterson & Voules, 2007).

The need to communicate is not only required in the later stages, but must be integrated in the whole process from the outset itself. Most of the times, communication efforts from the companies are fragmented with different information and messages going out to investors, employees, managers and customers. Hence, it becomes must that message to all stakeholders must be well planned and consistent in its approach.

One of the communication strategies which could be used during the whole process has been provided by the Mercer Consulting Group, which has been given below:

During the whole process of communication, the objective of communication should be not only to inform, but also should be to engage the employees hearts and minds. By envisaging the clear vision of the future and gaining commitment to it, the new company would be able to build the loyalty which is critical for the company.

Synergies

Usually with the help of mergers and acquisitions, companies try to find two synergies…

Growth

In this phase, role of HR is to identify the key human resources in the acquired company, setting up retention strategies to retain the critical talent, and to create the development plans for the people to prepare them to achieve the required corporate growth. Other issues which would need consideration would be reward and recognition programs, team development, and integration of compensation and benefit programs, so as to ensure the competitiveness to attract and retain the desirable employee.

Economies of Scale

Most of the times, it has been linked to firing of people. However, for us, achieving synergy, analyses must be done to understand that what the end-game organisation would look like and which positions are truly needed. Once this stage is completed, assessments must be done to decide who would remain and who would leave the organisation.

 Conclusion & Recommendations

With the increase in the mergers and acquisitions with improving of world economy, a whole plethora of opportunity lies before HR function to get properly involved in the activity and earn its long terms dues back from the companies. And to attain it, HR function always need to be proactive, and should take initiative on its own to attain this result.

Relationship Between Knowledge Management, Organization Learning And HRM Essay

Introduction

In this competitive business environment where every business organization is trying to attract the customers of each other, it becomes essential for these organizations to remain competitive by innovating new ideas and thoughts, so that value added products and services can be provided to the customers. The motive of such organization in providing value added services to their customers, require their employees to be quite effective in creating value in all the products and services offered by the organization (Judy 2003, pp.1-12). The knowledge and the skills of the employees are quite crucial for the business organization to remain competitive in this complex business environment. As such, it is essential that the employees should be provided with sufficient training on all the new dimensions that the organization is eyeing to explore in the near future. In upgrading the knowledge and skills of the employees, the role of HR manager of the organization is quite important. The HR manager of the organization has to develop policies that are essential to motivate employees in contributing their maximum effort towards the achievement of the organizational objectives. Apart from the role of HR manager and the employees of the organization, it is quite essential that the organization should be flexible enough in adjusting itself to any type of changes as per the requirement of business environment. The learning of the organization regarding the major changes in the business environment is quite crucial for its success, as it will enable it to effectively process the important information which results into better interpretation of such information and ultimately provides a framework to respond effectively both inside and outside the organization (Smith, Araujo and Burgoyne 1999, pp.3). This essay is basically concerned with the identification of relationship between Knowledge Management, Organizational Learning and HRM of the organization. In order to explore the relationship between all these important aspects of the organization, a case based on my real experience at work will be analyzed deeply. This will be helpful in identifying the role of knowledge management, importance of organizational learning and HRM in the achievement of organizational goal.

My Incident

I have been working with AlRajhi Bank in Saudi Arabia over a long period of time. All the operations in the bank were performed manually without having any problem. But the recent advancement in the field of technology has necessitated certain kind of changes to be brought in the bank for the effective performance of all the functions. The increasing competition from the other major banks has compelled the AlRajhi bank to bring changes in the organization. Further, the customers of the bank are also expecting better and faster services which could only be possible by implementing latest technology in operation. The major problem that the bank is facing in bringing changes in the organization is the resistance from existing employees including me as well. The major reason behind resistance from my side including other major employees of the organization is that we all had a fear of job loss from such technological change by the management of the bank. The fear that I would not be able to perform effectively in the job has been the main reason for my resistance against the change as desired by management. In order to make such change to happen, the bank has made considerable effort such as; they have given assurance to employees that no one will loose jobs because of such change. They have also given assurance that all the employees will be given requisite training so that all of us could be able to perform effectively in our jobs. The training would be helpful in acquiring sufficient knowledge regarding the way in which all the functions of the bank can be performed effectively. The training process started after a certain period of time and it was quite helpful for me in enhancing my skills and knowledge. The training was helpful enough for all the employees of the organization in performing their function in the manner expected from them by the organization.

Relationship between Knowledge Management, Organization Learning and HRM

Learning of organization, Knowledge management and HRM are the important concepts that have a major impact on the overall effectiveness of the organization. Creation of value for the customer is regarded as one of the most important criteria for the success of an organization. In the process of value creation, there are two types of organizational learning that can take place. This includes exploratory learning and exploitative learning. Exploratory learning implies acquiring knowledge for the purpose of creating value for the customers which does not exist within the organization, whereas exploitative learning implies creating value for the customers by deepening existing knowledge. Both types of learning have different benefits and costs associated with them (KANG, MORRIS and SNELL 2007, pp.236-256). Organizations do not learn by themselves, rather they provide requisite environment to the employees who in turn perform as per the laid down structure in order to achieve organizational objective. In case of my incident at AlRajhi bank, all the employees have been provided with requisite structure in order to perform effectively. In addition to that, with the changing environment, AlRajhi bank has also identified that it needs to bring change within the organization so as to compete effectively with the competitors.

Knowledge Management is another important concept that has vital importance for an organization to succeed. Knowledge management implies acquiring new knowledge that can be utilized for the overall benefit of the organization. The competitive business environment requires organizations to bring innovation in the product and services offered by them to their customers. It could only be possible by having knowledgeable employees in the organization. In this competitive scenario,knowledge is regarded as a source of competitive advantage (Nonanka 2007). Knowledge creation is essential for the creation of new products and services and the organization should also know the extent of knowledge of its employees, so that it can be utilized for the purpose of achieving competitive advantage. There are various ways through which knowledge can be increased and transferred to the overall good of the organization. One such way is to hire smart people and allow informal communication between them. Another such way is to provide them training on the necessary aspects that the organization think it to be essential for the employees to perform their functions effectively. In my case of AlRajhi bank, the bank also did the same thing with its employees. When it realizes that working on new technology would be a difficult task for its employees, it has decided to impart training to its employees so that they can effectively handle such technological change by enhancing their knowledge. An effective learning would ensure superior performance of the employee within the organization (Senge 1990). The HRM of the organization has an important role to play in the overall improvement of the employee’s knowledge. It is the HR manager that has the responsibility to recruit people that have the potential perform effectively. The strategies of the HR manager should be in co ordination with the organizational objective. This would ensure maximum possibility of the attainment of organizational objective, as the employees would be most aware of what is expected from them in the organization and try to perform accordingly. Thus the strategy as formulated by the HR manager determines the possibility of organizational success. HRM is an important function as it facilitates the learning for an individual in organization. As in case of AlRajhi bank, it is the HR of the organization that has organized the training of all the employees, so that they could be able to perform their roles effectively. This implies that the function of HRM is quite

essential for the creation of knowledge that ultimately helps the organization in achieving its desired objectives. The relationship that exists between the organizational learning, knowledge management and HRM is positive as the organization assesses the change that is essential as per the changing environment and the HRM of the organization facilitates the employees with requisite knowledge that is essential for them in effectively handling the changing business environment. The relationship between HRM and organizational learning has also been proved by various studies in the past. It has been assessed by such studies that the HRM facilitates relational archetypes that provide support to organizational learning in achieving continuous growth (KANG, MORRIS and SNELL 2007, pp. 236-256).

Conclusion

Organizational learning, Knowledge management and HRM are the interrelated concepts as they all contribute towards the achievement of organizational goal. Organizations learn from the environment and adapt themselves quickly to such changing environment. This requires the HRM to frame policies that helps in knowledge creation within the organization and enables the employees to perform their functions in the most effective manner. The policies of the HRM should be in coordination with that of the organizational objective to attain the maximum possible benefits. From this discussion, it can be concluded that the all the function are interrelated to each other and are essential to be perform in a manner that helps in the attainment of the ultimate objective of the organization.

Australian Healthcare System Essay

Part of your education includes experiences in different types of healthcare settingsa)a)Explain the philosophy of primary health care and the principles of wellness. (100 words) b)What is the difference between primary health and acute health settings? (50 words)

 

2. 
Mr Alexopoulos, is an 88 year-old man who has migrated from Greece and lives alone. He speaks very basic English only. In the past year he has fallen twice at home, once by tripping over a rug and once when he got up to go to the bathroom at night. He has become increasingly afraid of falling again and tends to restrict his activities in the home. He goes out only when accompanied by his son

Using the information provided above, outline the biopsychosocial and cultural health care considerations that indicate that Mr Alexopoulos should not live alone in the house. (50 words)

What aspects of Mr Alexopoulos’ environment need to be assessed (include internal and external factors)? (100 words)

Explain specific interventions you would design to ensure Mr Alexopoulos’ safety in his home (100 words)

What allied health 
and
 community services referrals would you suggest to assist Mr Alexopoulos to maintain his independence? (50 words)

3. Choose 
one
 of the theories listed below and explain how it would apply in 
one
 of the following different healthcare settings: Aged Care; Palliative Care; Mental Health or Acute Hospitals

Peplau’s theory

Systems theory

Basic human needs theory

Developmental theory

Psychosocial theory

4. Many countries suffer health inequalities, including Australia – specifically within the Aboriginal and Torres Strait Islander (ATSI) community. In Western societies social issues continue to emerge as the gap between those with and those without economic resources grows. Australian Healthcare System Essay

In what ways does an individual’s financial status affect their ability to access health resources?  (150 words)

List the social determinants that disadvantage people and create health inequalities. In your answer include the common health inequalities for the ATSI community (50 words).

5. Discuss the following features of the Australian health care system in a Australian Healthcare System Essay:

State vs Federal Government allocation of health funds (i.e. what does the State Government fund and what does the Federal Government fund) (150 words)

Outline and compare Medicare vs Private Health Insurance (100 words)

Aged Care – including which tier of Government is responsible for this area and the allocation of funds.  Include in your answer the accreditation process (200 words).

Pharmaceutical Benefits Scheme (PBS) (50 words)

Change Management in Dynamic Health Care Systems Essay

Task: 
 You have been asked to oversee a major change management process in your organisation (fact or fictional). Write an essay of about 3000 words outlining how you would manage this change.  In your essay you must address the following key points:

 

Outline the change that is going to take place;

What approach you will take in managing the change;

What are the key elements that you will have to manage during the change process?

What approaches will you use to measure the success of the change process?

 

What will be your approach to incorporating the learnings from the change process into future change management activities?

Evidence Based Practice (EBP) Process Clinical Guidelines Essay

This assignment is based on a clinical practice scenario for students to work from to ‘mimic’ the five steps of the evidence based practice (EBP) process. The task will illustrate how clinical practice guideline (CPGs) and Clinical guidelines are used in real life professional settings. The interdisciplinary scenario presents a clinical situation and requires students to separate relevant from irrelevant information to arrive at best practice guidelines.

Palliative Care and Compassion Fatigue Essay

The palliative care unit where you work has been exceptionally busy over the past six months and you have nursed more than the usual number of people who have died. Many of them have been very young people, and some of their families still come by the ward to visit you. You feel tired and run-down and you know you have not been your usual happy self at work.

Write a Palliative Care and Compassion Fatigue Essay explaining how you feel, and plan three strategies you are going to implement to avoid compassion fatigue and burnout, in the future.