...Measuring physician’s quality can enable them to strive for high performance. In order to create an atmosphere where physicians are meeting quality standards there needs to be an improvement program implemented to insure quality. According to article I researched “Performance measurements coupled with feedback (that is, audit and feedback) to health care providers has been shown to improve the quality care. Computerized clinical decision to support can improve quality.” (Persell, Dolan, Friesema, Thompson, & Kaiser, 2010) By using these methods it can increase quality performance and have less medical errors. Offering financial incentives if “performance measurements increase” can create results that are not true to form and have measurement errors. What may happen is physicians “may prescribe tests and treatments to patients for whom the benefits are insignificant because of concern that it will hurt their remuneration or publicly reported quality performance. (Persell, Dolan, Friesema, Thompson, & Kaiser, 2010)” When measuring the assessments if physicians believe that the tools used to measure their performance maybe incorrect what can happen is they may not heed to decision support or they may dismiss the findings even if they are not achieving the results that are expected of them. (Persell, Dolan, Friesema, Thompson, & Kaiser, 2010) In managed care one solution is to incorporate a standardization way for clinicians to record medical exceptions or to look at when...
Words: 411 - Pages: 2
...The Agilent Advantage Agilent Technologies The World’s Premier Measurement Company When measurement matters, engineers, scientists, researchers, manufacturers, businesses, universities, and government agencies rely on Agilent Technologies’ tools and solutions. From home entertainment to homeland security, from food safety to network reliability, and from communicating wirelessly to discovering the genetic basis of disease, Agilent Technologies provides the measurement capabilities that make our world more productive and a safer, healthier, more enjoyable place to live. Agilent Technologies operates two primary businesses — (1) electronic measurement (EMG) and (2) life sciences and chemical analysis (LSCA) — supported by a central research group, Agilent Laboratories. Our businesses excel in applying measurement technologies to develop products that sense, analyze, display, and communicate data. Agilent Technologies’ 19,000 employees serve customers in more than 110 countries. These customers include many of the world’s leading high-technology firms, which rely on our products and services to increase profitability and competitiveness, from research and development through manufacturing, installation, and maintenance. We enable our customers to speed their time to market and achieve volume production and high-quality precision manufacturing. In fiscal year 2006, Agilent Technologies had net revenue of $5 billion. More than half of this revenue was generated from outside...
Words: 2239 - Pages: 9
...practices go through the planning process and develop the selection criteria they wish to use. Other practices begin by selecting an EHR system and then conduct planning to support the selected EHR system. * Understand if and how a vendor's product will accomplish the key goals of the practice. Essentially, a test drive of your specific needs with the vendor’s product. Provide the vendor with patient and office scenarios that they may use to customize their product demonstration = Test Drive * Clarify start-up pricing before selecting an EHR system (hardware, software, maintenance and upgrade costs, option of phased payments, interfaces for labs and pharmacies, cost to connect to health information exchange (HIE), customized quality reports) = Get Accurate Pricing * Define implementation support (amount, schedule, information on trainer(s) such as their communication efficiency and experience with product and company)= Define Your Support * Clarify roles, responsibilities, and costs for data migration strategy if desired. Sometimes, being selective with which data or how much data to migrate can influence the ease of transition = Clarify the data * Server options (e.g., client server, application service provider (ASP), software as a service (SAS)) = Server options * Ability to integrate with other products (e.g., practice management software, billing systems, and public health interfaces) = Does it play well with your other products * Privacy...
Words: 1052 - Pages: 5
...kHz, 278mVPP. In this lab, methods of improving measurement accuracy, dealing with floor noise and averaging were all explored. Overall this lab was a useful tool in understanding the lab equipment. RESULTS AND DISCUSSION: PART 1 - QUESTION 1 i) A 1 kHz, 2.78 VPP sinusoid wave is displayed with trigger level at 200 mV (rising edge). See Fig.1 Fig.1: Time Domain Representation of Signal Power dissipated in the load: P_load=〖V_rms〗^2/R , where V_rms=V_amp/√2 and V_amp=V_PP/2 So, V_amp=(2.78 "V" )/2=1.39 "V" and V_rms=(1.39 "V" )/√2=0.9829 "V" Hence, P_load=((〖0.9829 "V" )〗^2)/(50 "Ω" )=19.32 "mW" ii) When we set the triggering level to 1.5V, the resulting signal displayed is an unstable one. The reason for this is because the trigger level must be on the rising or falling edge. iii) A 1 kHz, 2.78 VPP sinusoid wave is displayed and the accuracy of the measurement is calculated. The volts/division is equal to 500 mV. See Fig.2 Fig.2: Accuracy of Time Domain Representation of Signal error = 2% Vfs , where Vfs= (number of spaces) x (volts/division) So, Vfs = 8 x 500 mV = 4 V Hence, error = 2% x 4 V = 80 mV Thus, Accuracy = 2.78±0.08VPP iv) The embedded functions on the oscilloscope are explored to improve the quality of the measurement. One of these functions was to use the ‘fine’ volts/Div to display the signal across the entire screen of the oscilloscope. As a result a more accurate measurement can be made. See Fig.3...
Words: 1274 - Pages: 6
...Chapter Seven Answer 1. Describe the four type of scale? • Nominal scale , categorize the variable only in the way to measure differences • Ordinal scale , categorized and rank-order variables in some meaningful way • Interval Scale , categorized and rank-order variables in some meaningful way and measure the distance between any two points on the scale • Ration scale , categorized and rank-order variables and measure the distance between points and also taps the proportions in differences 2. How is the interval scale more sophisticated that the nominal scale and ordinal scale? As the interval scale not only group individual according to certain category and taps the orders of this category it’s also measure the magnitude of differences in preferences among the individuals , and measure of center tendency the arithmetic mean and dispersion and stander deviations 3. What is the ratio scale consider to be the most powerful of the four scale? As ratio scale not only magnitude of the differences but also their proportional, ratio scale provide more precision in quantifying data and greater flexibility in using powerful more powerful statistical test 4. Briefly describe the differences between attitude rating scales and rank rating scale and indicate when the two are used? • Rating scale have several response category, use when we need to elicit responses with regard to the object or event or person • Ranking Scale make comparison between objects, events...
Words: 606 - Pages: 3
...found the best way to measure them, you should then start to set performance targets. This will give everyone in your business an idea of the targets they need to aim for, individually and collectively, Advantages Good targets help to reveal an organization’s objective and/or the problem in a process or system. In cases where a feasible target has not been met, good measurement and management of time and resources should be applied. They act as the foundation for any project Disadvantages 1. When targets are set, they are automatically perceived to be of utmost importance, therefore, employees pay more attention to achieving them rather than doing the right thing (doing them well). 2. Targets only show part of the picture. According to Blastland and Dilnot, targets go wrong mainly because of an attempt to find one measurable thing to represent the whole. On the other hand, there is a tendency for the parts that are not being measured to do odd things. Example: Call centers * Agents often feel under pressure to meet targets such as queuing times, call duration, number of calls etc. Providing quality services whilst trying to stay within these constraints becomes a difficult task e.g., meeting targets and losing loyal customers. 3. Targets are subject to game playing which is sometimes referred to as ‘hitting the target but missing the point’ so rather than management focusing on ‘what is really important’, then direct attention to ‘what games can I play to ensure...
Words: 647 - Pages: 3
...Contents lists available at ScienceDirect Journal of Accounting and Economics journal homepage: www.elsevier.com/locate/jae Understanding earnings quality: A review of the proxies, their determinants and their consequences$ Patricia Dechow a, Weili Ge b, Catherine Schrand c,n a b c University of California, Berkeley, CA 94720, United States University of Washington, Seattle, WA 98195, United States University of Pennsylvania, Philadelphia, PA 19104, United States a r t i c l e i n f o abstract Available online 4 November 2010 Researchers have used various measures as indications of ‘‘earnings quality’’ including persistence, accruals, smoothness, timeliness, loss avoidance, investor responsiveness, and external indicators such as restatements and SEC enforcement releases. For each measure, we discuss causes of variation in the measure as well as consequences. We reach no single conclusion on what earnings quality is because ‘‘quality’’ is contingent on the decision context. We also point out that the ‘‘quality’’ of earnings is a function of the firm’s fundamental performance. The contribution of a firm’s fundamental performance to its earnings quality is suggested as one area for future work. & 2010 Elsevier B.V. All rights reserved. JEL classification: G31 M40 M41 Keywords: Earnings quality Earnings management Review Survey 1. Introduction Statement of Financial Accounting Concepts No. 1 (SFAC No. 1) states that ‘‘Financial reporting...
Words: 58742 - Pages: 235
...1. What is the likely location of the Bearington Plant? What is your first impression about the work environment at the Bearington Plant? Do you perceive that the environment at the Bearington plant is like most manufacturing operations in companies? Explain. ①．Bearington Plant sits in a field, a big gray steel box without windows. Before the plant, and on the opposite side of the highway, there is a gravel road leading up a low hillside. It’s an access road to a substation about half a mile way. In addition, on the way to Bearington Plant each day, the author needs to pass another plant along the road, in front of which there is a paved parking lot—five acres of concrete with tufts of brown grass poking through the cracks. 2．Yes. Like Bearington Plant, most of manufacturing operations have a large number of machinery and equipment, and there will be one or more production managers leading their daily job. Simply the trucks bring the materials which the machines and people inside will use to make something. On the opposite side, more trucks are being filled with what they have produced. Sometimes product delivery could be delayed, and the plant is losing money. The division vice-president has to get managers together to discuss the problems from reports, and gives the order that the problem will be fixed in specific time. Then, the production manager and the staff need to follow the order and even do the overtime working to solve the problem. During problem solving the conflicts...
Words: 1820 - Pages: 8
... Allstate provides their employees with a road map to succeed by executing the goal setting definitions. The employees were given tools and resources to become better. They have quarterly leadership measurements as well as the survey to get feedback from employees. Allstate focus on diversity, they see diversity as a strategy for leveraging differences in order to create a competitive advantage thus create four steps process to reach their effective goals. The first step which is the succession programming explains how Allstate identified and developed candidates for each key position. Allstate’s management information system enables it to track and measure key drivers of career development and career opportunities for all of its employees, ensuring that the company’s future workforce will be diverse at all levels. The goal of which came to manifestation; women were empowered, minorities grew above national averages, Hispanics, and people with diverse cultures now have positions in the company. The second step is development. Through the company’s employee development process, all employees receive an assessment of their current job skills and a road map for developing the critical skills necessary for advancement. The third step which is measurement allows the company to take a survey called the Diversity Index twice a year. An...
Words: 1046 - Pages: 5
...HSA 300 WEEK 9 ASSIGNMENT 2 STRAYER NEW To purchase this visit following link http://www.activitymode.com/product/hsa-300-week-9-assignment-2-strayer-new/ Contact us at: SUPPORT@ACTIVITYMODE.COM HSA 300 WEEK 9 ASSIGNMENT 2 STRAYER NEW Middleville Regional Health Care is one (1) of three (3) hospitals serving a community of 350,000 people. Summary statistics on Middleville and its competitors, from the AHA Guide, are shown below in Table 1. All three organizations are not-for-profit. Table 1: Middleville, Brierfield, and Greystone Health Care Systems Name Beds Admissions Census OP Visits Births Expenses (000) Personnel Middleville 575 13,000 350 221,000 2,300 $125,000 2,000 Brierfield 380 17,000 260 175,000 1,200 $130,000 1,875 Greystone 350 10,000 180 40,000 900 $80,000 1,200 The governing board of Middleville hired a consulting company to evaluate its strategic performance, specifically in the areas of Human Resources, Information Technology, Financing, and Marketing. As part of the consultant’s evaluation, several leaders of Middleville’s units were asked their perspective of the organization’s performance. You are working for the consultant. Your job is to identify the issues from the response that should be considered further by the consultant team and possibly discussed with the governing board and the CEO. The firm has a rule, “Never offer a criticism or negative finding without suggesting how the client organization can correct it,” so you must indicate what...
Words: 424 - Pages: 2
...the work to be done. The description is written in such a way that anyone reading the objective will most likely interpret it the same way. To make goals specific, they must tell a team exactly what is expected, why it is important, who is involved, where it is going to happen and which attributes are important. A specific goal will usually answer the five 'W' questions: * What: What do I want to accomplish? * Why: Specific reasons, purpose or benefits of accomplishing the goal. * Who: Who is involved? * Where: Identify a location. * Which: Identify requirements and constraints. Measurable answers the question "how will you know it meets expectations?" and defines the objective using assessable terms like quantity, quality, frequency, costs, deadlines. It refers to the extent to which something can be evaluated against some standard. A frequency...
Words: 893 - Pages: 4
...Management Manifesto is an article by Robert G. Eccles regarding a new revolution in performance management, mainly relating to the loosening of the traditional financial-associated performance measurement and emphasis of other measures of performance. According to Eccles, the problem with the current method of performance measurement lies with the fact that financial figures act as the foundation for performance measurement. Eccles argues that this method is archaic and inaccurate, as it tends to measure “the consequences of yesterday’s decisions” rather than “indicating tomorrow’s performance.” Eccles believes that a well-round performance measurement consisting of factors outside of financial figures is a more holistic approach to performance measurement that will be of significant relevance in the future as well. Eccles’s main argument relates to the fact that financial data does not fully indicate business performance. Other factors, including quality, customer satisfaction, market share, competitive analysis, and innovation, often reflect a company’s economic growth and condition to a much fuller extent. Customer service and satisfaction, for example, is a definitive logical step in the development of quality measures. Even if the company is doing well financially, Eccles argues, a low quality measure and customer satisfaction will deter future business growth, which will bring down the company’s worth in the future. In order to start a revolution in performance management,...
Words: 556 - Pages: 3
...EMPLOYEE FEEDBACK AND PERFORMANCE MEASUREMENTS Employee Feedback and Performance Measurements Human Resources Management 6/16/2013 CONTENTS PAGE Introduction………………………………………………………………………………….3 The Issue of Performance…………………………………………………………………….4 Higher Performing Employees Feeling Performance Measurements not equal…..…..4 Employees Feeling Pressure and Unhappiness………………………………………5 Double Standards……………………………………………………………………5 Performance Review Methods……………………………………………………………….5 360 Degree Feedback………………………………………………………………..5 Quality vs. Quantity…..……………………………………………………………..6 How it should be done………………………………………………………………6 Discipline……………………………………………………………………………7 Discussion……………… …………………………………………………………………...7 Summary and Recommendations……………………………………………………………9 Works Cited………………………………………………………………………………10 IMPROVING PERFORMANCE REVIEWS INTRODUCTION Enterprise Fleet has been a company that encourages employee growth. In order to be successful in this arena, Enterprise Fleet has had to create standardized measurements of performance to measure the employees. Recently, the Loss Control department hired two new managers and two new teams were created. With this creation, there became a need for a new method of performance reviews to accommodate the new teams. Some employees feel that they are working...
Words: 2072 - Pages: 9
...Quantitative information refers to information that is can measure in number. It can be expressed in numerical terms including financial and non-financial information. The financial information is relating to monetary receipts and expenditures. For example, revenue, expenses, profit margins, taxes and so on. In the other hand, non-financial information means that the performance that is not expressed in monetary units, such as number of units produced, measurement of time required to make products, number of employees, number of quality return and etc. Non-financial performance measures are sometimes considered to be leading indicators of future financial performance, while current financial performance measures such as earnings or return on assets are commonly considered to be trailing measures of performance. Qualitative information refers to information that can't actually be measured, it relevant to a decision that cannot be expressed in numerical. Qualitative information is non-numerical information based on the quality of an item or object. It pertains to the description of something using our sense of sight, smell, taste,...
Words: 472 - Pages: 2
...employees, which build the companies name. There are two types of methods in order to monitor calls first live and second recorded calls. Over the years, many companies have switched from live calls to recorded calls in order to save supervisors and management time. Now evaluating the call center many companies seek professionalism, friendliness, call control, attention, honesty, and overall employee satisfaction. Evaluations help maintain order, goals, performance, and department need in line using scorecards, performance indicators, measuring calls, reporting, and feedback. Appropriate metrics are placed in order to measure service, measure quality, and how efficient the company is. The best metric to help evaluate the call center can reflect on speed of answer, communication etiquette, and average call handle time. These three types of measurements would be use to evaluate the entire call center in order for improvements. Evaluations help employees stay in track, have the same goals, same communication tactic, and help improve employees. Overall monitoring and evaluating the call centers main goals is to keep customers satisfaction at its best, without customers a company would not be able to grow. Reference Call Center Assessment...
Words: 368 - Pages: 2
