...themselves to other staff. A difficult burden to carry when attempting to learn the new system, get to know different staff as well as give an efficient and effective nursing service to patients. This occurs when they are acknowledged, their demonstrated skills, education, training and form professional relationships. Raises another issue in our study as the new RNs are of local Aboriginal network and culture, working in a Western based medical system. We are informed that the Indigenous groups were pleased with the concept of nursing being given by same culture nurses, in fact they were asked for rather than the non Indigenous patients. This of course would give some positive feedback and acceptance for the new RNs. It is likely that some non Indigenous staff would not appreciate this, it causing some envy and further thoughts and treatment of the Aboriginal groups as ‘other’ holding consequences for them. Whilst others may appreciate knowledge of the local indigenous population. Such non acceptance demonstrates that although they have joined the system they are officially ‘in’ they have not been accepted as ‘part’ of it. This being a serious sign of discrimination from other staff and colleagues and a demonstration of ‘white privilege’. Such discrimination led to counselling and eventual resignation of one, then over a short time the health facility lost the other five Aboriginal RN’s. The white privilege theory shows the continuance of Australia’s’ history of building a nation...
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...it was in New Zealand. New Zealand has a Privacy Act similar to the United States’ HIPAA. The article “Privacy, employees and human resources: a case report” (Mair, 2011) documents the release of an employee’s medical records to his employer, a New Zealand hospital and the resulting issues. Although administrators are highly cognizant of patient privacy and confidentiality, it can be easily overlooked when employees are involved. The article concerns an employee at a particular hospital who presented himself to that hospital’s Emergency Department for stress and anxiety connected to his employment there and his bullying and harassment by a particular nurse. He had made several complaints to the administration about this treatment by the nurse and nothing had been done. The nurse, Nurse X, who interviewed him, noted that he was at a low risk of harming himself or others. He also told Nurse X that he had submitted his resignation that day to the hospital. A doctor at the hospital assessed him and determined that he was of moderate risk to himself because the internalizing his anger could lead to suicide. He was transferred to another hospital where he was again evaluated and discharged the next day after as it determined that he was no longer experiencing thoughts of anger. He also retracted his letter of resignation that day. Several days later, Nurse X decided to contact the other hospital to obtain his medical records that were then faxed over to her. After receiving...
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...the actions of the said employee. The case involves a positive, but inaccurate, recommendation of Joseph “Tinie” Herrera as an employee of high character and standards. Herrera had previously been employed at the Dona Ana County Detention Center where his conduct had been under question. He had been under investigation for using his authority as detention sergeant and classification officer to sexually harass female inmates at the detention center. Herrera was accused, in a report authored by Steele, of using his authority over the girls to get sex in exchange for personal favors for them. As Herrera’s immediate supervisor, part of Steele’s job included recommending discipline. His choice would include suspension without pay, demotion in rank, and a possible reassignment away from his accusers. Herrera was informed by Steele on April 5, 1994 that on April 12 he would make these recommendations. Herra resigned before the recommended punishment could take place. However, six days after the resignation, Steele wrote a very impressive, but inaccurate, recommendation to a perspective employer of Herrea. In the letter, he stated how Herrera implemented social programs for the inmates with “imagination and imagination.” (Walsh, 2010) He went on to state that “the Department would suffer” because of his departure and that Herrera would be an excellent employee and as asset to the new company. What he neglected to mention was anything about the accusations that were brought against...
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...DOI: 04/17/2014. Patient is a 46-year-old male field service technician who sustained injury from lifting a treadmill. Patient is diagnosed with pain in joint of the upper arm and chronic pain syndrome. Per progress s note dated 02/23/16, the IW stated he felt “better this week.” He stated that he has been working on pacing activity and improving his communication with others around his limitations and pain, which has helped him “when I get frustrated.” Patient stated he remains highly motivated to use cognitive behavioral strategies and relaxation exercises to improve mood and manage pain. Patient reports his anxiety has lessened by having these sessions. Diagnoses include major depressive disorder, generalized anxiety disorder, pain disorder with related psychological factors and associated chronic pain....
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...also by measuring health care health care expenditures in relationship to the Gross Domestic Product (GDP). In 1960 the National Health Care Expenditures in billions was $26.9 and per capita was $141, but we can see the drastic difference that in 1996 the expenditures in billions was $1,035.1 and per capita was $ 3,708. With that information we can clearly see that the United States of America have the most expensive health care system in the world. The number of people in the population without health care is one of the primary concerns raised by advocates of health care reform. Multiple surveys indicate that the number of uninsured has fallen due to expanded Medicaid eligibility and health insurance exchanges established due to the Patient Protection and Affordable Care Act, also known as PPACA or “Obamacare”. According to the United States Census Bureau, in 2012 there were 48.0 million people in the U.S. (15.4% of the population) who were without health insurance coverage. Non-citizens are more likely to be uninsured than citizens, with a 43.8% uninsured rate. For millions of working Americans, the industrial revolution changed the very nature of their daily work. Previously, they might have worked for themselves at home, in a small shop, or outdoors, crafting raw materials into products, or growing a crop from seed to table. When they took the factory jobs, the work was often dangerous and performed in unsanitary conditions. The new jobs for the working class...
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...leave BPPH. HP is experiencing a lot of negativity in the wards and is not happy with the standard of nursing care. He has started to make an effort in completing an event report on all incidents. It is his opinion that there is a lack of communication and his experience with the COWS is also not good. He feels that a lot of the communication/orders are lost due to insufficient notetaking by the staff. HL commented that they have implemented an A4 notebook to assist when doing ward rounds and to communicate on orders received. HL also responded that she is aware of the negativity of certain individuals and are attending to the matter. VDB is of the...
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...The Issues Arising From the Department of Veteran Affairs Victor N. Ijoma Texas Southern University Abstract The issue of veteran’s affairs is a very important aspect to who we are as a nation. There are thousands of men and women who put on uniforms to go and defend our rights thousands of miles away, they have fought to make our dreams of living free and equal a reality and I believe we owe them the least of caring for them when they return home. The situation currently going on in the Department of Veterans Affairs is a nightmare, veterans being denied care, not being able to receive adequate support when they come home is a national disgrace to us. The effect of not being able to attend to the need of our veterans is a very dangerous trend, and unless we take the matter as an emergency situation, the very strength of our armed forces will start to lose its glory. The most important means of making sure we are taking care of our veterans is by looking into the laws and policy that currently govern the department so as to find a more responsible approach to making these laws and policy’s even better. The veterans Affairs being the second largest department in the federal government, it is crucial to have a budget big enough to be able to sustain old working programs and implement new programs in order to help give our veterans the very best care they have earned and desire. Department of Veterans Affairs As early as 1636 when the pilgrims of Plymouth Colony were...
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...Dr. Yeh-Lane Management of Sports Studies 04/18/2014 Professional Interview I chose my mother to perform the assigned interview with. She has worked for Wingate of Wilbraham for a long time now. It was a job she obtained after working for MassMutual. I chose to interview my mother because she has acquired tremendous experience from working within multiple settings in the health field. She provided vital information during the interview from her past experiences which will enable me to learn and grow from. I provided my mother with background information regarding the purpose of the interview assignment. I began the interview by asking her how she came about her career in the healthcare field, she responded, “What got me started in this field is that I had prior experience at MassMutual Financial group overseeing a team of associates and reviewing their work loads and assignments. When I saw the opportunity to be a staffing coordinator, at Wingate of Wilbraham, it seemed to be a much less stressful job than the one at MassMutual. I never received a degree but the combination of college courses that I took which included pre-med, pre-nursing, counseling psychology and then business management and all the jobs I had within those related fields subsequently gave me a variety and a mix of experience and knowledge for my current position.” This really showed me how valuable work experience, coupled with academic experience, can be helpful when applying for jobs or deciding what...
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...Future Impact of the Nursing Role Future Impact of the Nursing Role In November of 2010, the Institute of Medicine (IOM) issued a report titled “The Future of Nursing: Leading Change, Advancing Health.” It’s a look at how nurses should change their practice and role in healthcare. The new legislative reforms in the nation are being phased in over the coming years. This reform will expand the scope of the nursing profession and practice. This reform states that: “A number of barriers prevent nurses from being able to respond effectively to rapidly changing health care settings and an evolving health care system. These barriers need to be overcome to ensure that nurses are well-positioned to lead change and advance health (IOM-2010) .“ The Institute of Medicine (IOM) developed four key messages that form the origin for the analysis and endorsements presented. The first three are referring to the nursing role, and these are in summary: 1). Nurses should practice to the entire extent of their training and education. 2). Nurses should strive for higher levels of education and training, through a quicker more user friendly educational system that promotes seamless progression from one degree to another higher degree. 3). Nurses should be considered equal colleagues with physicians and other health care professionals, when remodeling health care in the United States. What is the impact on nursing practice...
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...Origin of Conflict Internal reports have detailed hundreds of technical issues and outages. The Electronic Medical Records system of Kaiser Permente has been nothing short of an IT project gone awry. Questions began to rise when Cliff Dodd, the company’s CIO, resigned. Dodd stepped down January 14, 2010 after another Kaiser employee, Justin Deal, sent a memo to every company worker warning of technological and financial repercussions related to the rollout of the nearly $4 billion system from Epic Systems Corp. Deal said he also sent letters to Kaiser management expressing his concerns. But in internal memos, officials said they investigated those concerns and denied that the implementation of the Health Connect system has been a failure. The system is suppose to give more than 100,000 of Kaiser’s physicians and employees instant access to the medical records of some 8.6 million patients, along with e-messaging capability, computerized order entry and electronic prescribing. In addition, the system is suppose to integrate appointment scheduling, registration and billing functions and will offer various features to Kaiser members through KP.org. A power outage on May 9, 2009 at Kaiser’s data center in Corona, California, lasted for 55 hours and 7 minutes and affected the ability of numerous health care facilities to access the Health Connect system. This outage affected every Kaiser Permente region. Providers/clinicians across KP would not have access to medical information...
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...Reporting Practices and Ethics Paper The most basic challenge of stewardship and integrity in health care is to continue the organization's core mission of healing patients and communities. One of the greatest dangers faced in health care today, especially as agencies struggle to survive in the most competitive market environment is to focus on the fiscal demands which may compromise the mission of the health care agency. Organizations are in crucial times and reports are imperative for its continued maintenance. According to Gerard Magill and Lawrence Prybil, state that stewardship and integrity is an approach that inspires the ethical decision making process in health care in financial reporting and ethical standards (2004). Crucial is the role organizational ethics play to regain lost trust and recover the confidence in communities, in the business or the health care community. “Organizations in health care need to win back the respect of skeptical customers, disheartened patients, and distrusting communities. But this task can be accomplished properly only when organizations and their business practices have a renewed commitment to ethics” (Magill, 2004, p 229). According to Richard Clarke on accountability it is “critical that these organizations use standards for good business practices and implement these sections that are within the capabilities of the organization” (Clarke, 2005 p 160). He continues to state that to ensure the right direction and to reduce conflicts...
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...A MATTER OF PRINCIPLE * Case analysis Perspective of the case Q1) Was Nandini Sharma forced to resign or did she resign voluntarily? To understand the resignation either coerced indirectly by the pharma company or she resigned voluntarily needs understanding of Constructive discharge doctrine i.e “employee’s decision to quit due to un-endurable environment is assimilated to a formal discharge for remedial purposes” [1] At will contract: The definition of at-will employee is “At-will employment is a legal presumption in all U.S. states whereby either an employer or an employee may, with no adverse legal consequences, terminate the employment relationship for any legal or no reason.[2] Exceptions being 1) Violates Public Policy 2) Whistle blower 3) Hostile work environment As presented in the facts of the case, the Nandini Sharma was subjected to violation of public policy and her dismissal stood Constructive Discharge as 1) She received demotion and reduction in job duties 2) Was transferred 3) Badgered 4) Humiliated by claiming un-promotable, uncooperative and unproductive These conditions satisfy to claim “sufficiently intolerable’ environment at the Pharma co. This can be further understood by the case The First Circuit, in Vieques Air Link, Inc. v. U.S. Department of Labor*, It was found work conditions were tweaked for a pilot who blew the whistle to Federal Aviation Administration and the company. The employee was...
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...performance of the business. The second contributing external factor is the change from a cost plus to a more competitive managed care financial system, which was further compounded by the fact that each hospital before the merger was having its own financial issues. The third external factor was the changing national health care system which meant that hospital reimbursements were no longer as generous and the main player in the space – Medicare- started to face restrictions. These reductions in Medicare payments also coincided with cost pressures from other insurers, which led to Management signing under-cost contracts with local insurance companies. Internal factors that led to these problems included the fact that there were many resignations from the Deaconess hospital due to the fact that after the merger many key positions were held by BI staff. There were also animosity issues between the profitable hospitals in the group and the non-profitable ones due to the joint obligation concept of debt servicing. Another key factor contributing to the...
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...employers more reluctant to provide references. Davis v. The Board of County Commissioners of Doña Ana County Introduction This is the case of Davis v. The Board of County Commissioners of Dona Ana County. In this case, a mental health technician employed by the county was investigated for allegedly sexually harassing female inmates under his authority at a detention center. The investigation revealed inappropriate conduct and the technician was informed that disciplinary action would be sought at a hearing scheduled by the employer. The technician voluntarily resigned before the scheduled hearing. Upon his resignation, the employee asked for a letter of recommendation. Inexplicably the employer agreed , giving the employer a glowing recommendation. The employer was later hired by the psychiatric hospital where he physically and sexually abused a patient. The patient sued the county for negligent misrepresentation, claiming that the psychiatric hospital would not have hired the technician if the county had not given him a favorable recommendation....
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...511 CASE Can This Relationship Be Saved? The Midwestern Medical Group’s Integration Journey Introduction 5 On a snowy January evening, the Midwestern Medical Group (MMG) management team held a retirement party for Judith Olsen, MMG president. During the evening, Olsen reflected back on the years she had worked for MMG with mixed feelings about her experience. Over the course of their eight-year integration This case was written by Rhonda Engleman and Jisun Yu under the supervision of Professor Andrew H. Van de Ven of the Carlson School of Management at the University of Minnesota. We also appreciate the editorial assistance of Julie Trupke and useful comments of Gyewan Moon and Margaret Schomaker. We gratefully acknowledge Stuart Bunderson, Shawn Lofstrom, Russel Rogers, Frank Schultz, and Jeffery Thompson who assisted in collecting data during this eightyear longitudinal study of MMG’s integration journey. The case was prepared to promote class discussion and learning. It was not designed to illustrate either effective or ineffective management. Used with permission from Rhonda Engleman. both05.indd 511 11/11/08 11:37:27 AM 512 C A S E 5 : M I D W E S T E R N M E D I C A L G R O U P ’ S I N T E G R AT I O N J O U R N E Y journey within the Midwestern Health System (Midwestern), the MMG management team experienced many encouraging moments, achievements, and successes as well as many struggles, disappointments, and conflicts. She was scheduled to meet with the board chair...
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