Management Strategies in Healthcare

Management Strategies in wellnessc atomic number 181.1 List factors downstairs the control of healthc ar managers that contri only ife to the diminish in the number of great deal applying to health professions schools. Describe the steps that healthc atomic number 18 organizations plunder take to better this situation.The factors that contribute to the decrease in the number of people applying to health professions schools can be identified through making physical exercise of an environmental assessment. Environmental assessment is a vital element of strategic military personnel resources prudence. Factors affecting the healthc are environment are as follows increasing workforce diversity, aging workforce, shortages, different changes in terms of the values and attitudes of the workers, and advancement of technology (Fried Fottler, 2011).Managers are expected to have the knowledge both(prenominal) on the present and approaching operating environments. He or she must assess the internal strengths and weaknesses for him or her to think over plans based from the results of the assessment. They responded to these factors through the different internal structural change, which includes the following development of network structure, collaborating with healthcare systems, participating in mergers and acquisition, developing work teams, developing lumber improvement, making use of telecommunication, leasing the employees, outsourcing work, making use of accessoryal temporary or contingent workers, and forming medical tourism (Fried Fottler, 2011).The strategic approach to human resource management that can be used to improve this situation are as follows assessment on both the organizations environment and mission, formulating a business line outline, identifying the different HR requirements infallible to implement business strategy, comparing the current HR inventory to rising strategic requirements in terms of numbers and needful skills, develop ing HR strategy to close the gap on both the current inventory and future requirements, and implementing appropriate HR acts to strengthen the business strategy (Fried Fottler, 2011).The seven HR managements can also be used to intervene the assumption situation. These includes the following providing employment security, using different criteria during the selection of personnel, making use of self-managed teams and taking decentralization to be the basic elements of organizational design, offering a high compensation, training extensively, reducing status distinction and barriers, and sharing performance and fiscal information (Fried Fottler, 2011).ReferencesFried, B., Fottler, M. (2011). Fundamentals of Human Resources in healthcare. Health Administration Press, Chicago, IL. AUPHA Press, Washington D.C.1.2 What are the organizational advantages of integrating strategic management and human resources management? What are the steps involved in such an integration?The advantag es of integrating strategic management and human recourse management are as follows (Fried Fottler, 2011)Proactive behaviour is encouraged rather than reactive behavior.Company goals are communicated explicitly.Gaps betwixt the current situation and a vision of the future are focused on.Line managers are involved in the human resource planning process.Human resource opportunities and constraints are identified in implementing strategic plans.In addition to that, it also improves clinical outcomes, enhances service quality, increases market share, and improve financial returns (Fried Fottler, 2011).The strategic approach to human resource management steps are as follows assessment on both the organizations environment and mission, formulating a business strategy, identifying the different HR requirements needed to implement business strategy, comparing the current HR inventory to future strategic requirements in terms of numbers and unavoidable skills, developing HR strategy to close the gap on both the current inventory and future requirements, and implementing appropriate HR practices to strengthen the business strategy (Fried Fottler, 2011).ReferencesFried, B., Fottler, M. (2011). Fundamentals of Human Resources in Healthcare. Health Administration Press, Chicago, IL. AUPHA Press, Washington D.C.2.1 Describe the process of professionalization. What is the conflict between a profession and an occupation? Use what you do as an example.Professionalization is considered as a social process by which there is a variation of any trade or occupation into a real profession. The process includes developing acceptable qualifications, a professional body, or even an association that three oversee the conduct of members of the profession. This process tends to develop the group norms of conduct and insists that the members of the profession must follow with the developed procedures and of any agreed code of conduct (Crossman, 2014). The difference between these two terms is important because healthcare continues to evolve.The terms occupation and profession are usually used interchangeably however, these terms can be differentiated. Occupation is anes principal activity and means of support. High skilled specialization is not required. It is usually supervised, follows to a defined work schedule, and earns an periodical wage. A person in an occupation is usually trained for a particular job or function, and because of this, they are less able to transfer from one organization to another (Fried Fottler, 2011).In profession, knowledge and training are required. They have more authority and responsibility compared with non-professionals. They follow a code of ethics. In addition to that, they have more autonomy in determining the content of service he or she provides as well as in monitoring his or her workload. Furthermore, a professional earns a salary, suffers a higher education, and works in independence and mobility compared with a nonprofessionals (Fried Fottler, 2011).In my own personal escort, I am a professional nurse. I was able to finish 4years of Bachelor of Science in Nursing. As a professional nurse, I underwent trainings, follow a code of ethics, and strikeed a state licensure examination to practice my profession.ReferencesCrossman, A. (2014). Professionalization. Retrieved from http//sociology.about.com/od/P_Index/g/Professionalization.htmFried, B., Fottler, M. (2011). Fundamentals of Human Resources in Healthcare. Health Administration Press, Chicago, IL. AUPHA Press, Washington D.C.2.2 Describe the major types of healthcare professionals (excluding physicians and dentists) and their roles, training, licensure requirements, and practice settings.The industry of healthcare is considered as the largest and more or less powerful industry in the United States. Healthcare professionals include the followingNursesThe focus of nurses is not only on a specific health problem but also on the totality o f a patient and his response to treatment. The roles and function of a nurse are as follows caregiver, communicator, teacher, client advocate, counselor, leader, manager, and so on. The nursing field comprises many specialties and subspecialties such as critical care, infection control, emergency nursing, surgical nursing, and obstetric nursing testimony in these areas require specialty education, practical experience, and successful completion of a national examination nonprofessionals (Fried Fottler, 2011).Registered nurses must murder an associate degree in nursing, a diploma platform, or a bachelors degree in nursing to qualify for the licensure examination. The Associate Degree in Nursing Program takes 2years to complete and is offered usually by community and junior colleges. The Hospital Diploma Program can be completed approximately 3years. The bachelors degree can be completed in 4years and is usually offered by colleges and universities.Licensed practical nurses are st ate-licensed caregivers who have been trained to care for the sick. They must complete a state-approved program in the practical nursing and must achieve a passing score on the national examination.Advanced practice nurses have education and experience beyond the basic training and licensing required of all RNs. This includes nurse practitioners and the followingClinical nurse specialists have training in a field such as cardiac, psychiatric, or community health.Certified nurse midwives have training in womens healthcare needs, including prenatal care, labor and delivery, and care of a woman who has inclined birth.Certified registered nurse anesthetists have training in the field of anesthesia (National Association of Clinical Nurse Specialists, 2014).PharmacistsPharmacists dispense prescription medications to patients and offer expertise in the safe use of prescriptions. They also may provide advice on how to lead a healthy lifestyle, conduct health and wellness screenings, provid e immunizations, and oversee the medications given to patients. To have the eligibility for licensure, they must graduate from an accredited bachelors degree program in pharmacy, successfully complete a state board examination, and obtain a practical experience or complete a supervised internship. The trend of pharmacy has broadened education to include the terminal degree doctor of pharmacy. many an(prenominal) pharmacy schools offer this program to those who have the interest in teaching, research, and administrative responsibilities and to those willing to be part of the patient care team This educational cooking also requires one to have a successful completion of the state board of examination and even other practical experience as needed by state laws nonprofessionals (Fried Fottler, 2011). affiliate Health ProfessionalsThe allied health professions are a huge group that consists of therapists, medical and radiologic technologists, social workers, health educators, and othe r assistant personnel. These professionals may work in the areas such as disease prevention, dietary and nutrition services, rehabilitation, or therapy. Educational and training programs for the allied health profession are sponsored by a variety of organizations in different academic and clinical settings. Their practice settings include hospitals, clinics, community health, homecare, and so on. The National Commission on Allied Health divides allied health professionals into two categories therapists/technologists and technicians/assistants. The former represents those with higher-level professional training and who are responsible for supervising those in the technician/assistant category nonprofessionals (Fried Fottler, 2011).Healthcare AdministratorsHealth administrators are leaders. They are usually assigned in the hospitals, physician group practices, nursing homes, and home health agencies. They direct the operation of hospitals, health systems, and other types of organiza tions. Healthcare administrators also take responsibility for facilities, services, programs, staff, budgets, relations with other organizations, and other management functions, depending on the type and size of the organization. They also have an opportunity to work in the public sector and private sectors. They do not deal directly with patients on a day-to-day basis. Rather, they help to shape policy, make needed changes, and lead our nations health-related organizations in a way that serves individual patients by helping to improve the healthcare system. To be eligible, many higher-level healthcare administration executives have a get the hang degree in a field such as public health or business, hospital, or nursing administration. A bachelors degree is often capable for entry-level positions or for employment with smaller facilities when coupled with relevant healthcare experience.Certification and Licensing Healthcare administrators who work as nursing home administrators mu st also pass the National Association of Long Term Care Administrator Boards Exam and obtain state licensure. Healthcare administrators in other sectors are not required to be licensed however, voluntary certification is available through the American College of Healthcare Administrators (American College of Healthcare Executives, 2014).ReferencesAmerican College of Healthcare Executives. (2014). Early careerist question. Retrieved from http//www.ache.org/carsvcs/CareerFAQ/early.cfmFried, B.J., Fottler, M.D. (Eds.). (2011). Fundamentals of Human Resources in Healthcare. Chicago, IL Health Administration Press.National Association of Clinical Nurse Specialists. (2014). CNS FAQs. Retrieved from http//www.nacns.org/html/cns-faqs.php3.1 Why is sexual harassment so prevalent in the healthcare environment? What can be done to break this pattern?Sexual harassment is prevalent in the healthcare environment as a result of feminism, the womens movement, increasing societal attention, and equ al accommodation in the work positioning. In addition to that, the growth of women in the workplace is also one of the factors. several(prenominal) factors also explain why it is prevalent in healthcare organizations. First, sexual harassment always includes an element of power and control. Most hospital employees are women, but those in the authoritative position are men. Second, intimacy among healthcare providers has been the nature of healthcare workhaving a strong collegial relationship established under a high-stress environment of healthcare and having sexual jokes and off-color humors that will later on lead to an abusive, suggestive language (Fried Fottler, 2011).To break this pattern, putting in place a sexual harassment policy must be implemented this includes the following (Fried Fottler, 2011)Having a strong definition of what is sexual harassment and developing a strong statement that it will not be tolerated.Conducting an extensive training among all employees on th e policy, focusing on employees with management and supervisory authority.Giving instruction manual on how to report complaints, including procedures to bypass a supervisor if there is the involvement of a supervisor.Providing an assurance on confidentiality, protecting against retaliation, and having a guarantee of prompt investigation.Forming a statement that disciplinary action will be taken against harassers up to and including termination.ReferencesFried, B.J., Fottler, M.D. (Eds.). (2011). Fundamentals of Human Resources in Healthcare. Chicago, IL Health Administration Press.3.2 Under what luck would you use a progressive discipline process? When would you choose not to use such a procedure?Progressive discipline is a process that deals with job-related behavior that does not meet an expected standard. Assisting the employee in understanding that a performance problem or opportunity for improvement is the primary purpose (Heathfield, 2014). It is most successful when a pers on is able to perform effectively in an organization.Steps in a progressive discipline include the following (Heathfield, 2014). counseling the employee about performance and ascertain his or her understanding of requirements.Verbally reprimanding the employee for poor performance.Providing a written verbal warning in the employees file, in an effort to improve employee performance.Providing an escalating number of days in which the employee is suspended from work. Starts with 1day and escalate to 5days.A healthcare administrator would not use this process when he or she sees that there is already a serious unlawful involvement such as theft, alcohol or drug intoxication at work, misconduct behavior, and any acts of violence that are ground for immediate termination.ReferencesHeathfield, S. (2014). Progressive discipline. Retrieved from http//humanresources.about.com/od/glossaryd/a/discipline.htm