...Team Based Health Care Delivery Oliver Solis Grand Canyon University Analysis of Contemporary Health Care Models HCA-515-0101 March 5, 2014 Team Based Health Care Delivery Introduction The paper that I will be presenting will discuss the latest model in health care delivery that was developed by researchers and medical professionals to come up to a better quality health service delivery to all. This is called the “Team based health care delivery” which simply defines as the collaboration between hospitals, physicians and other medical professionals that will work as a team to provide a quality and excellent care to the patient (American Hospital Association, “n.d.”, p. 2-8) Patients Case This case that I will be presenting is a case of a seventy year old man with hypertension that was admitted at the emergency room for CVA (Cerebro Vascular Accident). Upon arrival of the patient at the hospital ER stroke neurologist and the ER physician are the front liners that will see the patient. A nurse should be attending too to administer any medication and apply intravenous solution and of course take all the vital signs of the patient. .The patient must be evaluated within 45 minutes and the first 15 minutes is the most crucial in this case. Increased pressure in the brain should be monitored closely. Blood sugar is also a big factor and should not be neglected because it plays a special role too. Body temperature is another indicator that should not be forgotten to be...
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...effective team-based health care is having the entire team's actions adoptive of a group's shared goals as well as good conflict, collaboration, and both levels of diversity (deep and surface). Other factors and elements found across the definitions we reviewed as an effective team include the patient and family as team members, collaboration, close coordination and consistency across all settings, and clear communication and feedback channels. Having good teamwork will lead to better serve patients with higher performance as well as make the experience at Gundersen more satisfying and rewarding for employees themselves. There are three main predictors to help team effectiveness which are team composition,...
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...Assessment Code: RWT1 Student Name: Nicki Nelson Student ID: 0096768 Date: May 5, 2012 Mentor Name: Andrea Johnson Table of Contents Executive Summary 4 Introduction 5 Research Findings 6 Performance Based Compensation 6 Grade Based Compensation 7 Broad Banding or Team Based Compensation 8 Recommendations 8 Conclusion 9 References 10 Executive Summary Our main goal for a compensation strategy should be to retain high performers, those who work hard, and wish to grow with the company, (Kleimann, 2008). In thinking of these issues, I discovered employees don’t stay at employers because of pay. They stay for the culture. They stay because they get along with their supervisors. They stay because they are heard by senior management. Only 54% of those employees polled, rated compensation as very important, while 62% of employees polled stated opportunities to use skills and abilities at work as very important, (SHRM, 2011). With contemplating this information, I began looking at compensation strategies that rewarded more on skills or abilities than being rated by one person or based on an overall yearly raise. I discovered three possibilities to enhance employee morale on their skills, performance based, grade based, and team based (also called broad banding), (AndieCZ, 1995). Most of the three types of compensation packages I...
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...BUSN460 Senior Project Final Report and Presentation Guide Overview: The object of this course and this project is to provide you with a realistic situation that you are likely to face in the real world business environment. You'll be working with limited information, limited support from your client, within a limited time frame - and yet, you have to get up to speed in a new area quickly, and make informed professional recommendations based on your research and analysis. You and your team have been hired by CanGo as consultants to help them improve their fast-growing business. The management team at CanGo is busy, not entirely organized and somewhat overwhelmed by their success. They are looking to you as an objective, intelligent, experienced business person - and to your combined experience as a team to help them figure out what they should do in several areas of their business. CanGo can provide very little guidance to you - if they knew what they were doing they wouldn't have asked you for help! CanGo is your customer, and they are paying you a great deal of money, so the tone of your work on the project should be that of information addressed to the Board of Directors of this company, and it should be the best professional work of your (academic) career. You should approach this project as if your job depended on it - as if it were paying your mortgage and grocery bill. This project is your new job. In previous courses you have been given specific guidelines, templates...
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...completing the task statements and the KSA statements I realized that this type of job analysis could be very effective when creating a new position. There are many different strategies that have been used to determine what type of analysis should be used for what each individual company may need. I came across an article that did a study and review on what KSA’s would be required to do a job analysis that was based on groups, in order to determine what KSA’s are needed for teamwork. The study concentrated on three areas based on groups. The first one was KSA’s instead of personality traits. Second, team KSA’s as opposed to technical KSA’s and last team versus individual analysis. The article stated that focusing on KSA’ s characterize traits such as trust, helpfulness and supportiveness which are all excellent traits to have when working with a team. The study focused more on team instead of technical KSA’s because team was directed more towards social and interpersonal skills that are needed for teamwork. The team versus individual part of the study focused on each individual within the team specifically because each team member is an individual hired separately from the other team members and when they are evaluated that is also on an individual basis. So to focus on the team itself would not be fair to each individual. I read another article that talked about strategic job analysis and hoe the KSA’s are used to measure the effective performance for a job not for now...
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...Chapter 04 Job Analysis and Rewards Answer Key Changing Nature of Jobs True / False Questions 1. In most modern organizations, jobs are largely well established and change little over time. FALSE 2. Job analysis is the process of studying jobs in order to gather, analyze, synthesize, and report information about job requirements. TRUE 3. Competency based job analysis seeks to identify and describe the specific tasks, KSAOs, and job context for a particular job. FALSE 4. The traditional way of designing a job is to identify and define its elements and tasks precisely and then incorporate them into a job description. TRUE 5. Traditional job design is marked by formal organization charts, clear and precise job descriptions and specifications, and well-defined relationships between jobs. TRUE 6. Changes to jobs have become so radical that the concept of "jobs" is no longer a useful concept in most organizations. FALSE 7. Advances in technology are one of the major reasons for changes in jobs. TRUE 8. A job family is a grouping of positions that are similar in their tasks and task dimensions. FALSE 9. The smallest unit into which work can be divided without analyzing separate motions, movements, and mental processes is called an element. TRUE 10. Many small-business owners, general managers of start-up strategic business units, and top management members perform flexible jobs...
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...Plan Part 1-Job Analysis and Selection William Accomando HRM/531 November 1, 2010 DONALD COLVIN Career Development Plan Part 1-Job Analysis and Selection Now that InterClean, Inc. has merged with EnviroTech changes in the structure of the company are going to be made. As this industry evolves, there will be changes made to the way that this newly formed company will service clients. The company will no longer be focused on the products we sell, but we will be focused on the solutions and services side of the industry. During this shift in strategy we will be redesigning the structure of our current employees and future employee hiring and development processes. The formation of new job descriptions, specifications, a formal job analysis and workforce planning system will be key to the long term success of this company. Interclean, Inc. will no longer be hiring by “gut feel” type interviews, but instead will be hiring thorough a more thorough selection process. We will be developing a new team that will consist of a vice president of sales, a sales manager, and five outside sales representatives. This new team will be hired and developed by the strategic methods discussed in the following Career Development Plan, which will include the analysis and selection stages. Job Analysis A thorough job analysis will identify qualities that employees need to perform existing jobs (Cascio, 2005). We will be using a combination of different competency and job analysis models to develop...
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...BSAD 221 01 Alexander Lewis NHL Team Salary Cinco de Mayo 2015 Morrisville State College Professor Boyce Part 1 Data Represented By a Population A population is all the subjects that you want to study. It takes every part of a category that is going to be studied and makes it a known hole. The population for this project would be Forward Cap, Defense Cap, Goaltender Cap, Total Cap, and Cap Space. Data Represented By a Sample A data sample is a set of data collected or selected from a statistical population by a defined procedure. Data Collection Methods (Non-Probability or Probability-based) The difference between Non-Probability and Probability-Based sampling is that Non-Probability uses or involves a random selection where the Probability-Based method does not. This means that Non-Probability samples can’t depend on the rationale of the probability theory. Using a Probability (Based Method) To make sure the sample I collected is Probability-Based, I used a Stratified Random Sampling. In a Stratified Random Sampling, you divide the elements of the population into smaller groups called strata. This will be used in my dataset where I will gather the different team into different strata. Part 2 1. The set of data that I chose for this project includes 30 observations and 6 quantitative variables. The data includes 30 measurements of the NHL team’s salary. The detailed salary per team was measured by Spotrac. The variables in the data set are Forward Salary...
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...Research Methods, Part III Introduction In the Business Research Methods, Part II, team “C” decided to use the self-administered survey to address the problem regarding back injuries among certified nurse assistants (CNAs). A five-point rating scale was chosen for this survey using the multiple-choice and single-response scale using the nominal data. In the Business Research Methods, Part III, team “C” will attempt the following: • Explain the statistical examination of the statistics from the self-administered survey • Discuss questions to legitimacy and dependability of the study matter, statistics, and examination • Plan steps required to reduce disputes • Submit the statistics in the correct response type • Categorize our conclusion, and describe the plan of action • Draw conclusions based on the our analysis Discuss the statistical analysis of your data from the Business Research Methods, Part II assignment. Cooper and Schindler (2008) stated, “Data preparation includes editing, coding, and data entry is the activity that ensures the accuracy of the data and their conversion from raw form to reduced and classified forms that are more appropriate for analysis” (p. 414). To understand and analyze the data collected from the self-administered survey on CNAs (certified nurse assistants), team “C” would have to prepare a descriptive statistical summary. Another added benefit in preparing...
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...Professional Development Plan HRM/326 Professional Development Plan Introduction General Electric has always been a pioneer in technological advancements. In order to succeed in business and be successful GE periodically performs a Need Analysis on areas the company has earmarked for improvement. A Team Concept has been adopted as the most efficient means of exchanging ideas and implementing change. It helps employees develop an understanding of buy in and also allows each to feel important. Inspiring motivation at every level of the company creates an environment of diversity and equal treatment. Leadership, mentorship, and training programs help develop the tools necessary for achieving company goals and tasks. Team B will discuss the methods of analysis used and the learning process required. A evaluation criteria will be used to determine the outcomes. Need Analysis General Electric need analysis provided a more detailed examination in determining if the current training is achieving the business objectives, identify the areas requiring training, and determine whether or not GE employees have the knowledge, skills, and ability to support the business strategy and competitive advantage. General Electric employees are measured by what they can accomplish and how he or she leads to meet individual development and the objectives of the business. General Electric offers a range of learning platforms and training courses to its employees. Among these courses...
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...Career Development Plan Part I Job Analysis and Section at InterClean/EnviroTech InterClean has merged with EnviroTech and, as a result, has taken on a new strategic direction. The $8 million dollar institutional and industrial cleaning and sanitation industry is no longer about the product that works. The industry has evolved into providing the best solutions and services to customers to make cleaning efforts efficient in an industry with stringent requirements and environmental safety. InterClean/EnviroTech’s future success is dependent on our ability to provide solutions to our customers. Customers, especially in the healthcare industry, are looking for turn-key solutions that include product training for employees, regular monitoring and info-sharing of new relevant regulations. Our goal is to provide a full spectrum of cleaning services and solutions. Under the newly proposed solution/service model, our sales representatives will be grouped into multifunctional teams that link high-quality products with high-quality service (InterClean, 2008). According to HR Guide to the Internet, job analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job analysis is a process where judgments are made about data collected on a job (HR Guide, n.d.). An effective job analysis gathers information and focuses on behaviors and tasks and identifies the employee’s knowledge, skills...
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...Consolidation of these inputs and outputs in a centralized information system enables multiple resources the access to the information as it’s needed. GenRays recently completed a project where project updates were readily available online and was seen as an item that worked well on the Lessons Learned report. Change control meetings are tools used to formally perform integrated change control. A change control board is needed to assess and determined if change requests are necessary to keep the project flowing from one task to another, reducing unexpected change related stumbling blocks. Since there are competing priorities among GenRays executive team members, controlling changes through formalized meetings during the execution of the project is critical. Project Scope Management • Interviews • Product Analysis • Decomposition • Inspection Interviews are tools that the project manager has already used and should continue to use for collecting requirements for...
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...Career Development Plan Part I Job Analysis and Section at InterClean/EnviroTech InterClean has merged with EnviroTech and, as a result, has taken on a new strategic direction. The $8 million dollar institutional and industrial cleaning and sanitation industry is no longer about the product that works. The industry has evolved into providing the best solutions and services to customers to make cleaning efforts efficient in an industry with stringent requirements and environmental safety. InterClean/EnviroTech’s future success is dependent on our ability to provide solutions to our customers. Customers, especially in the healthcare industry, are looking for turn-key solutions that include product training for employees, regular monitoring and info-sharing of new relevant regulations. Our goal is to provide a full spectrum of cleaning services and solutions. Under the newly proposed solution/service model, our sales representatives will be grouped into multifunctional teams that link high-quality products with high-quality service (InterClean, 2008). According to HR Guide to the Internet, job analysis is a process to identify and determine in detail the particular job duties and requirements and the relative importance of these duties for a given job. Job analysis is a process where judgments are made about data collected on a job (HR Guide, n.d.). An effective job analysis gathers information and focuses on behaviors and tasks and identifies the employee’s knowledge, skills...
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...1. De Wit, Frank R.C, Greer, Lindred L., Jehn, Karen A. (2012) The paradox of intragroup conflict: A meta-analysis. Journal of Applied Psychology. Pp 360-390 2. Purpose of study: The first analysis on the effects of intragroup conflict on group outcomes were studied by De Dreu and Weingart. Since this study, more than 80 new types of studies have undergone analysis. The purpose of this study is to conduct a meta-analysis of intragroup conflict and its relationship with group outcomes. The goal is to find if certain altercations and conflicts will somehow affect the outcome of some sort of team based or group based project. They are using the new wave of study focusing on more complex, moderated relationships between conflict and outcomes to provide a new and updated analysis of intragroup conflict. 3. Methods: A database was used to search for studies that were based around relationship conflict, task conflict, process conflict, group outcomes and were then included if they gave sufficient statistical information. They then did the same search for literature articles and used the same inclusion criteria to break it down to 116 useable articles for the meta-analysis. They also used and collected information regarding aspects that may have had an influence on whether conflict was positively or negatively related to group outcomes. 4. Results: The results show task, relationship, and process conflicts are reliably negatively related to trust and group member commitment....
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...Using a Team- based Approach to Increase Productivity and Reduce Costs. Student’s Name University Abstract The topic for this study was a team-based approach to increasing productivity and reduce costs. Fresnillo Plc, a silver mining company, incorporated in Mexico was used as the case study, Palaveev (2013). The primary goal was to increase silver mining rate by not less than 2 % by the year 2018, such a project requires the company to encompass team-based approach. All stakeholders received necessary training and participated in brainstorming. Throughout the study, it has been found that team approach is one of the best strategies to adopt to enhance successful completion of such projects, Rhoad (2008). However, an organization will be faced with resistance to change as some of the stakeholders fear venturing into the unknown. An organization that has adopted team based approach accrues enormous benefits such as increased productivity, high motivation, reduced costs, flexibility and greater innovation. Moreover, they can complete the project within the set time frame, Brown & Hyer (2010). Table of Contents Title Page…………………………………………………………………………………1 Abstract…………………………………………………………………………………..2 1.0 Background of the Study………………………………………………………….….4 1.1 Problem Statement……………………………………………………………………5 1.2 Purpose of the Study………………………………………………………………….5 1.3 Objectives...
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