Organizations must reorganize their department and train employees to meet their organizational needs. LHDs have major and crucial needs for preparing new public health professionals and improving the skills of current public health workers. Public health workers have an ongoing need for training in evolving areas, treatment for diseases, and new arrangements for public health issues (Public Health Agencies, 2017). Training prepares employees for frequent changes so they can adapt and perform well on the job. In fact, a number of public health workers lack formal health care training and need improvement in their professional credentials. Many LHDs do not have the financial resources to provide training for their employees or professionally …show more content…
In addition, some persons who are willing to further their education, lack the resources or support to advance their careers. Therefore, public health organizations should look closely at how they can support students through fellowship programs or grants that can provide financial support. These programs have become rare and this makes it difficult for public health workers to continue practicing in public health organizations because they lack the education and training they need to be productive and effective on the job. Nevertheless, the authors Senkubuge et al. (2014) mentioned that even though financial incentives are important and influential towards motivating the workplace, financial incentives alone cannot resolve workforce retention or fix other motivational issues. Other conditions such as educational opportunities, health workforce reform, and organizational and cultural values should be modified to strengthen the workforce. According to Misfeldt et al. (2014) financial incentives such as high salaries and bonuses tend to have a positive influence on recruiting health care workers and job satisfaction, but does not necessarily prevent retention among public health care workers. Evidence has shown that the value of financial incentives on employee retention diminishes after five years. The …show more content…
There is an uneven distribution of current information technology devices among organizations in public health enterprises. As technology continues to advance, public health workers must be able to utilize these devices and prepared to evaluate and adapt technology that will be effective in the workplace. A well-functioning health information system can help employees grasp a good concept of the health sector reforms and health system. Thus, workers can improve their performance by providing accurate data and being able to present information as needed. Availability and accuracy of information are challenging for low and middle-income countries and this is due to poor coordination and leadership. Failure to effectively train workers at all levels in government organizations for the production of health data and infrastructure affects the output of productivity (Public Health Agencies, 2017; Senkubuge et al., 2014). Besides that, employees want to be able to utilize their knowledge and work in an organization that is technology inclined so they can compete other
The health care organization with which I am familiar and involved is Kaiser Permanente where I work as an Emergency Room Registered Nurse and later promoted to management. Kaiser Permanente was founded in 1945, is the nation’s largest not-for-profit health plan, serving 9.1 million members, with headquarters in Oakland, California. At Kaiser Permanente, physicians are responsible for medical decisions, continuously developing and refining medical practices to ensure that care is delivered in the most effective manner possible. Kaiser Permanente combines a nonprofit insurance plan with its own hospitals and clinics, is the kind of holistic health system that President Obama’s health care law encourages. It still operates in a half-dozen states from Maryland to Hawaii and is looking to expand...
When employees were asked, what factors could be changed at USAA to help maintain employee motivation levels, a couple of them answered with, “higher wages” and “more money”. This response corroborates other studies regarding pay which state surveys will more likely under emphasize the importance of pay relative to other motivational factors. (Rynes, Gerhart & Minette, 2004). “Financial incentives had by far the largest effect on productivity of all interventions. For example, pay was four times more effective than interventions designed to make work more interesting.” (Rynes, 2004). One reason for this phenomenon is social desirable responding. It should be noted, that although pay may be under reported, the results indicate other factors are also important for employee
State and local public health departments throughout the country have the responsibility for improving health in workplaces, schools, and communities through identifying top health problems within society and developing a plan to improve. Barriers the public health system has encountered over the years include: changes in the overall health system that support cost containment and improved health, and an increase in the number of individuals with insurance coverage for direct preventive services; reduction of qualified public health professional and funding at all levels of government; increasing focus on accountability, with higher expectations for demonstrating a return on investment in terms of cost and health improvement (Trust, 2013). In the near future, health departments ...
As a college student, you are required to make decisions all the time. These decisions differ in there level of seriousness and way it can affect you as an individual and how they may affect your academic performance. I came to college as an athlete, and my choice to be a college athlete meant my life would be different from traditional students. The rigor of my sport meant i would have weights every morning, and practice in the afternoons. It meant I would have to miss class to travel for games but that is what I signed up for.
Cost-effectiveness analysis (CEA) is a seemingly straightforward analytical tool that is used to assess complex public policy decisions, however CEA does not always account for all intangible benefits. Cost-effectiveness is used to help pinpoint neglected opportunities for improving health and then allotting scarce resources to obtain better health outcomes for society. Since Britain’s has limited resources to concentrate on public health issues that have varying outcomes with regards to survival and quality of life. Cost-Utility Analysis (CUA), part of the cost-effectiveness family is an appropriate technique to utilize when making such decisions because it allows different health outcomes to be transformed to a common unit, known as QALYs (quality-adjusted life year). Yet, societal benefits and costs are often not considered for CUA. Additionally, measuring QALYs is harder than measuring the monetary value of life through improvements in health, as is done with cost–benefit analysis. Cost-Benefit Analysis (CBA), also a part of the cost-effectiveness family is used to recognize value in terms of economic efficiency, in that it improves allocation of scarce resources. In addition, some individuals believe that life is invaluable and there are moral problems with assigning a value on human life.
The first recommendation I propose is directed towards Section H.R. 3610; Pub L. 104-208; 110 stat. 3009-546, which came into effect to guarantee that the border was protected from illegal aliens from coming to America and also made applications for illegal aliens even stricter than before (Stevens) . The inputs for this recommendation are the utility costs for computers and internet access, cost for traveling, additional training, and office supplies. The throughputs are evaluations and screening exams. The output includes decreasing the amount of illegal aliens deported and allowing benefits by increasing the application process through the federal level.
Accomplished Team Lead responsibilities consistently through unrivaled, systematic execution of 19 performance functions outlined in OPM General Schedule Leader Grade Evaluation Guide (GSLGEG), which exceeded minimum 14.
I am sorry to hear that the Allentown School District is having trouble hiring and retaining health room staff, and also has a reputation for not valuing their employees. According to Costante (2012), the cost for losing knowledgeable employees is always high. In fact, replacing skilled staff can average over two times their annual salary, decrease morale, and increase inefficiency. Costante (2012) suggests that school nurse administrators inform new nurse employees of all aspects of the school where he/she will be working and to pair new employees with veteran school nurse mentors. Veteran mentors can help coach, advise, and encourage new employees during their first year. Providing support to new staff members builds their confidence,
The change in health profiles of the population and the evolution of medical technology have made more explicit the gap between what medicine can do and what is economically feasible (Fuchs, 2000). Resources to satisfy needs are scarce and every society must decide how better to allocate the scarce resource among the different alternative uses. Economics tries to address the normative question of which allocation of resources is best for the society. The answer to such question depends crucially on the objective being pursued. When comparing different alternatives, under the classical assumptions of competitive markets (the Arrow-Debreu economy) and Pareto efficiency, a reallocation is said to be efficient if no one in the economy is made worse off and at least one individual is better off. However, such definition is very restrictive in at least two senses: first, it is not concerned with distributional issues and ignores any equity implications (a reallocation of resources that gives more money to the richest person, without taking anything from others, is efficient, despite the greater inequity such decision generates) and it doesn’t allows to judge reallocation of resources where there are some gainers and losers, because utility is neither interpersonally comparable nor cardinally measurable.
...mplications that allow for opportunities of change. One of the presumptions is for training and staffing (Shi & Singh, 2012). With the utilization of health care improvements, the staff will need additional instructions on the performance of equipment and how to efficiently achieve the desired results. Managers or supervisors recognize the need for supplemental staffing and training to optimize patient satisfaction and quality of care. The health care administrator must also focus on changes in insurance policies and rules governing the provision of medical assistance (Shi & Singh, 2012).
Cost-benefit analysis is an economic approach decision making that compares the strengths and weaknesses of each choice in order to determine which option will provide the most amount of benefits and the least amount of costs. This method is often applied to decisions that concern the environment as an attempt to determine the value of the environment before following through with decisions to preserve or utilize the environment for resources. Although many economists believe that cost-benefit analysis is an efficient way to make most decisions, some philosophers suggest that certain things, including the environment, have innumerable values, therefore, cost-benefit analysis may not be a reliable method to make decisions regarding these things.
The field of public health is an ever-changing and evolving specialty. New threats and challenges occur on almost a daily basis. A public health professional must be diverse in his scope, and have the educated aptitude that is needed to overcome unique challenges. But my questions is are all public health professionals equal in education? Now days there may be a variance present between public health professionals that may hinder some from effectively carrying out their duties. Here in lies the importance of a credentialing body aimed at ensuring a sound foundation for public health professionals to build upon.
With the rise of students wanting to further their education comes the rise of schools increasing their tuition rates and fees. How does this affect many that have a hard time with keeping employment and or anyone for that matter? The question remains will tuition increasing effect the number of student attending universities like NSU?
Michael Sandel discussed the utilitarian philosophy of Jeremy Bentham and the cost benefit analysis. He gives the examples of the cost benefit analysis conducted by Ford in connection with promoting the safety of the Ford Pinto or not. Ford concluded that it would cost more to promote the safety than to pay back for injuries and losses which may occur in a case of the accident. In his calculations Ford assigned the monetary value on human life. Sandel discussed Ford’s decision in class and some of the students argues that it was unacceptable to put monetary value on a human life. Other students argued that in order to maximize the utility you should put some value, usually the dollar amount, even on human life.
Information and Communications Technology (ICT) is reshaping the health care system in the United States at an accelerating rate. In earlier times US Healthcare system was more focused on intervention of diseases, but now it is moving more towards preventive approach and I see Health IT as the most important tool that can lead this change. I strongly believe that my professional goals, range and depth of my experience and knowledge is an asset and my enthusiasm for the field makes me an ideal candidate for the Master of Professional Studies in Technology Management (Health Information Technology) program at Georgetown University.