...Summary DHSS In this story; called DHSS and written by Doris Lessing, we are introduced to a young woman in the age twenty-two or twenty-tree who is walking around with a stubborn look trying indecisively to ask someone for money because the DHSS were striking. She pulls herself together and pleasing a matron with a toy dog, on a resentment way after some money to feed her children. On her way to the supermarket buying some food, a casually dressed man who had been observed the situation follows her and pays for her food in the supermarket. She follows him out preparing to quarrel with him but instead he invite her on coffee and sandwiches. The man tells her that he used to work in a DHSS office and then she just got angrier than before because the DHSS are striking and then she can’t get any money for her rent or food. He asks her how many kids she has, but she won’t tell him anything, she’s still angry. Then he starts telling her how the DHSS worked with people before everything slowly went to pot. The atmosphere wasn’t good anymore so it wasn’t the same helping people. A girl went berserk and bit him ones. He gave her some money and she took them, walked into the shop again. He was sitting there waiting for her, full of frustration. She came back laden, finished her sandwich and he ask her to drive her home. But she don’t trust him, she trust no one. He persuades her, so she let him drive her about a mile down the street. She got out and thanked him. He looked at her...
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...reconstructed (U. S. Department of Health and Human Services [U. S. DHHS], n.d., p. 1). GCH, in response to the possibility of this type of catastrophic event, began moving to EMR in 2000. Staff training began immediately on EMR use. As an administrator of a hospital located in an area prone to hurricanes, priority is placed on preparing the staff for the possibility of a mass catastrophe. Staff is trained on privacy issues such as Health Information Portability and Accountability Act (HIPAA) and ways to prevent the accidental disclosure of health information. Staff members are required to complete yearly education to maintain their competency in this area.essentially unreadable, indecipherable, and otherwise” reconstructed (U. S. Department of Health and Human Services [U. S. DHHS], n.d., p. 1). GCH, in response to the possibility of this type of catastrophic event, began moving to EMR in 2000. Staff training began immediately on EMR use. As an administrator of a hospital located in an area prone to hurricanes, priority is placed on preparing the staff for the possibility of a mass catastrophe. Staff is trained on privacy issues such as Health Information Portability and Accountability Act (HIPAA) and ways to prevent the accidental disclosure of health information. Staff members are required to complete yearly education to maintain their competency in this area.essentially unreadable, indecipherable, and otherwise” reconstructed (U. S. Department of Health and Human Services...
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...Does Head Start Program increase a child’s chance of academic success? The Head Start Program is a program of the United States Department of Health and Human Services and this service supposed to provides comprehensive education, health, nutrition, and parent involvement service for the low-income children and their families. The Head Start programs service and resources are designed to foster stable family relationship, enhance children’s physical and emotional well-being and establish an environment to develop strong cognitive skills. Head Start Program was launched in 1965 by its first director Jule Sugarman; it was originally conceived as a program that would be used as catch-up programs, for summer school that would teach low-income children in a few weeks on how to be prepared the children’s for the start for kindergarten. It was show that six weed of preschool could not make up for five years of poverty. In 1981 the Head Started program was expanded the program and December 2007 the program was revised. As of 2005 the program has more than 22 million pre-school aged children. Head Start mission was to enhancing the children social and health, wellbeing and to get the children prepared for school. Head Start program was part of President Johnson society campaign. The program started out as an eight-week summer program in 1965. The program was led by both Dr. Robert Cooke, a pediatrician at John Hopkins University and Dr. Edward Zigler, a professor of psychology...
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...Compliance June 8, 2008 The Department of Health and Human Services (DHHS) is one of the many agencies that handle an array of healthcare departments as well as research. The DHHS caters to citizens of all nationalities, race, and ethnicities. The DHHS focus is to protect the health of all Americans and providing the highest level of human services, especially for those who are least able to help themselves. The Public Health Service is divided into 42 subdivisions (Department of Health and Human Services, 2007). This paper will give highlights of the history of the DHHS, the source and scope of authority, how the day-to-day operations are guided and performed, and how DHHS is structured. In addition, examples are given as to the duties that are carried out within the department of the DHHS. History of the Agency The Department of Health and Human Services (DHHS) was established in 1953 and was referred to as the Department of Health, Education and Welfare. In 1979, the agency was recreated and renamed as the Department of Education. The DHHS agency has many components within the agency that handles and maintains day-to-day operations. (U.S. Department of Health and Human Services, 2008). Source and scope of authority According to the statement Office of Inspector General (OIG), the text reads that OIG will ensure that disseminated information meets the standards of quality set forth in the Office of Management and Budget (OMB), Health and Human Services (HHS) and...
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...Compliance June 8, 2008 The Department of Health and Human Services (DHHS) is one of the many agencies that handle an array of healthcare departments as well as research. The DHHS caters to citizens of all nationalities, race, and ethnicities. The DHHS focus is to protect the health of all Americans and providing the highest level of human services, especially for those who are least able to help themselves. The Public Health Service is divided into 42 subdivisions (Department of Health and Human Services, 2007). This paper will give highlights of the history of the DHHS, the source and scope of authority, how the day-to-day operations are guided and performed, and how DHHS is structured. In addition, examples are given as to the duties that are carried out within the department of the DHHS. History of the Agency The Department of Health and Human Services (DHHS) was established in 1953 and was referred to as the Department of Health, Education and Welfare. In 1979, the agency was recreated and renamed as the Department of Education. The DHHS agency has many components within the agency that handles and maintains day-to-day operations. (U.S. Department of Health and Human Services, 2008). Source and scope of authority According to the statement Office of Inspector General (OIG), the text reads that OIG will ensure that disseminated information meets the standards of quality set forth in the Office of Management and Budget (OMB), Health and Human Services (HHS)...
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...Health Care Facilities Merger - Case Study HCS/514 July 22, 2013 Brian Eigelbach Health Care Facilities Merger - Case Study The American Health Care System is faced with the challenge of providing superior health care at lower costs in a more efficient manner. A merger is the joining of two or more corporate entities to form one unified organization. Many hospitals and other health care facilities merge because of financial difficulties. Mergers increase the size and delivery options of the organization. Larger facilities also have greater negotiation power with insurance companies. The Affordable Care Act will further encourage merger and acquisition activity with its demand for quality-driven, patient-centered and cost-effective health care delivery. Mergers can be a way for health care facilities to meet the mandate requirements of collaboration and confirming to reimbursement eligibility requirements. When mergers occur they create a many sudden changes for both the floor staff and the administration staff. Two facilities with different cultures, performance records and, procedures combine to function as one cohesive unit. The merger of two facilities involves more than the merging of the structure and finances. Combining the nuts and bolts of two organizations is much simpler than merging the cultures. This rapid change can be met with resistance and the job of easing the resistance often falls upon the middle manager. However, because...
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...Change and Culture Case Study I Mergers occur almost every day in the business world for one reason or another. In health care two or more facilities may merge because of lack of staff, budget cuts, or poor administration that causes pending closures of one or more facilities. When mergers of two healthcare facilities occur, top line management and administration are normally always the first to get the axe from the healthcare facility that needed the bailout. This leaves middle management with the task of effectively aligning the staff of the healthcare facilities without causing conflict that would undermine the good nature of the newly formed health care facility. The scenario calls for acting as a middle manager in a healthcare facility that has just merged with a previous competitor. Each facility will come with their own set of flaws and flourishes. This paper will address how middle management can form a bond with employees of both facilities. It will also give best practices on how to jointly implement inpatient and outpatient services and correct flaws and continue to flourish as one health care facility that provides the best service to their patients. The usual reason for two health care facilities merging is because one facility is not doing well and is in danger of being shut down. The not doing so well can be attributed to budget, quality of service, employee retention, training, space, or a takeover in board members. There are other reasons for mergers...
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...Case Study I Lydia Wooten Managing in Today’s Health Care Organizations HCS/513 September 17, 2012 Darlene Cantu Change and Culture Case Study I There are many reasons why mergers take place. The main reason why corporation exists with merging with companies is to enhance their level of competition in the market. It is however important to note that conjuring departments into a single organizational unit is a different form of merging. This is due to the fact that the cultural transformation may not be as great as merging two companies. The major challenge involved with merging is getting two different groups or staff to work collaboratively to realize real benefits. In this scenario, am a middle manager in a healthcare organization that has merged with a previous competitor, Competition has been viewed to result to delivery of poor quality of care. One unique aspect about the new organization is the fact that it has in place numerous outpatient and inpatient services that our organization does not. This paper will be described what affects the organization will have on the culture on terms of systems and shapes. In detail provide quality care from the middle manager to ensure the staff will ensure quality care without a competitive point of view. Impact Sale on the Culture of the New Combined Organization T-Mobile and AT&T are similar organization but they provide different services. The same scenario for health care organization they may have similarities...
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...discuss the effects of merging a healthcare organization with a competitor. For the purpose of this paper the companies will be addressed as company A, company B, and company C. The following paper will discuss the merger in detail in regards to restructuring and the effect of the sale on the company as a whole as well as the culture and values of these two companies. A merger is the combining of two or more corporate entities to create one new organization with one licensure and one provider number for reimbursement purposes (Lielber & McConnell, 2008). In the case of company A and company B this is a Horizontal merger. Horizontal merger is a business consolidation that occurs between firms who operate in the same space, often as competitors offering the same good or service. Horizontal mergers are common in industries with fewer firms, as competition tends to be higher and the synergies and potential gains in market share are much greater for merging firms in such an industry ("Investopedia-Horizontal Merger", 2013). Mergers do not happen every day however; when they do it is for a variety of reasons. Such reasons as: the desire to increase size so as to have greater clout in negotiations with managed care providers who tend to bypass smaller enterprises; the desire to penetrate new markets to attract additional customers; and/or the need for improved efficiencies resulting from centralized administrative practices such as financial and health information resource streamlining;...
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...those that head up departments or units of a business can be considered middle management depending on how the business is structured. Most middle management implements or executes the plans and policies created by upper management (Burke, 2013). Middle managers have to ensure that all of the employees that work underneath them are following the business plans that have been laid out and that they are getting their work done on time. It is important that middle managers are able to communicate clearly and effectively with their staff whether it is verbal or written communication. Case Study Background In this case study the scenario is a middle manager within the health care organization has merged with a previous competitor. Up until now, employees saw the competition as an enemy that provided poor quality of care to their patients. The new corporation, however, has in place several inpatient and outpatient service that our health care organization does not. We will be discussing what impact the sale will have on the culture of the new combined health care organizations, as a middle manager what can be done to make sure that the combined staff work together in providing quality of care rather than seeing it as a competition and describing what the organization will look like when it comes to terms of systems and shapes. Merging One of the organizations do not have as many services that the other health care facility does not have. The merging health care organization has...
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...Change and Culture Case Study 1 Sharon Reed HCS/514 October 15, 2012 Steve Kovak Change and Culture Case Study 1 In the world of health care organization mergers are common as the pressures of free market drive organizations into combining resources with each other. Not every merger is a success. The health care organizations in most successful in making a merger are characteristics. The characteristics be examined and used to reveal key insights about organizational structure and ways that the free market system operates. The main reason corporate entities are to merger with companies to increase level of competitiveness in the market. A middle manager in a health organization had experience with merged with a previous competitor. Competition result to delivery of poor quality of care. The new organization has in place outpatient and inpatient service whereas one organization does not. Mergers can occur when two different organizations decide to joint together as one. In a merger is often a clash of cultures as two different organizations interact with each other and attempt to become one. Organizations that take advantage of a merger can resolve conflicts of culture and develop new collective attitudes. Each organization has its own ways of doing things and change will be made. Change in any organization comes with conflict and resentment which, management must resolve. In organization culture brings life experiences from each employee. Culture made of morale, values...
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... Human Resource Management Roles Human resource department has gone from the typical hire and fire to sitting down at the table with other departments such as financial, operations, and other departments to plan the strategy of the organization. The job of HR and other departments is to ensure the company gets the most out of its employees. Another way of putting it is HR management needs to produces a high return on the organizations investment in its people. This can be a highly complex issue because it is not just dealing with management, but human issues too. Human resources management in smaller organizations may take on full responsibilities of human resources activities. HR may also act as an internal consultant while making all the decisions for the organization. In a larger organization HR will share some of the responsibilities with the financial, and administration departments. Some of the areas that HR is responsible for in any organization big or small are, employment, recruiting, training, development, compensation, benefits, employee services, community relations, personal records, health, safety, and strategic planning. The list could be much larger in a smaller company. Most of the responsibilities all include financial, planning, developing, educating, and implementing all the strategies to help the company/organization and the employees to be successful. Human resource managers are involved in the merging of companies, and this strategy is very successful...
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...Change and Culture Case Study 1 The struggling economy, the emergence of new technology and the government’s healthcare reform is pushing hospitals to seek refuge in another resulting in a merger. A merger is the consolidation of two establishments into a single legal entity (Hayford, 2012). In the health care industry, mergers are rising in numbers. Mergers transpire due to a variety of reasons; to increase in size to gain better negotiation power with managed care providers who tend to bypass smaller organizations, to penetrate new markets to attract additional customers, to improve efficiency evolving from centralized administrative practices, and to express overall value of promoting readily available comprehensive care by shoring up smaller community-based facilities, keeping them from closure (Liebler & McConnell, 2008). Despite the reason for the merger, when two health care organizations merge, the organizational dynamics change considerably from the leaders in the board room to the medical staff on the hospital floors, and the impact has a short and long-term ripple effect throughout the newly formed organization as performance, mission, values, and culture will be restructured. The restructure of a new organization resulting from a merger and the role of the middle manager in developing an environment that the combined staff can work on will be analyzed further. Additionally, a description of the newly formed organization from the merger in terms of system and shape...
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...acquisition, your human resources department as well as the human resources workers in the other company play a vital role in the process. Human resources help manage any problems or challenges related to people in the organizations as the merger or acquisition process unfolds. Company Culture Human resources help determine if the cultures of the two companies that are becoming one through a merger or acquisition are compatible. Human resources must have a firm grasp on the culture of the company for which they work and must study the culture of the other organization to make such a determination. Cultural differences may include how the two organizations define and measure success within the organization; benefits employees enjoy, such as personal time and insurance; how problems within the organization are handled; the management styles of the two organizations; and the overall attitude of the employees and managers toward business functions and the industry in which they work. Benefits Problems During the due diligence portion of a merger or acquisition, which comes after the purchasing company makes its initial offer to purchase the other company, management from the purchasing company assess whether the deal makes strategic and financial sense. Human resources from the purchasing company specifically assess the benefits structure of the other company to uncover any potential problems, such as a pension plan that is running low on funds or a health insurance package that...
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...in the new era of population health management. Wall Street Journal Retrieved from http://0search.proquest.com.leopac.ulv.edu/docview/1562020216?accountid=25355 Summary U.S Healthcare expenditures are too high - nearly $9000 per capita. With healthcare cost rising rapidly, a change to how we approach healthcare systems has to be reviewed. Dr. Davis, the writer of this article makes the point that as times have passed; due to the higher cost of care, a huge opportunity for hospital mergers to happen is needed in order to continue to improve and drive higher quality in care and more efficiency. Currently the fee for service model of healthcare is transforming into the population management model of healthcare. Most hospitals don't mitigate risk effectively, most not keenly aware of the population they serve as it changes, are not able to serve the populations. In some cases some hospitals do not offer a wide range of services to a large population and thus manage risk poorly and drive up post acute cost and are not able to manage patients who are high utilizers of care services. As these hospitals work and are currently dependent on using the current fee for service model, which incentivizes physicians to over utilize resources to treat illnesses, it does not support or help maintain patients in good health. Dr Davis encourages mergers of hospitals, and states that these mergers can essentially reduce unnecessary overlap in regional health care offerings, improve quality...
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