I am most interested in is the medical office manager position. The office manager essentially oversees the business operations of the facility enabling it to conduct its day-to-day work and business successfully. There are a variety of responsibilities involved in being an office manager, including administrative, financial, legal, and technological functions. Job tasks will vary according to the type and size of the practice. Strong leadership and managerial skills are important to coordinating and overseeing the staff and services provided. A background in medical office operations, including patient scheduling, medical records, coding and billing is essential because an office manager is involved in handling financial and patient records …show more content…
To be successful with these functions, there are a few key competencies that a manager must demonstrate: conceptual skills, technical skills and interpersonal skills. (Buchbinder & Shanks, 2012, p. 5) The office manager must have the ability to manage themselves, their staff and the organization. A variety of management theories can be used, and an office manager should not limit themselves to one style. It is important to understand that not every person is driven or motivated by the same things. Personalities and behaviors can differ greatly between workers. The office manager needs get to know their staff and tailor their management style to each individual to increase employee motivation and satisfaction. Because the healthcare field can be complex, and as with any organization, problems will occur in daily. It is the manager’s responsibility to handle and solve the complications and conflicts that occur in the workplace. Problem solving entails identifying and subsequently finding a solution to the problem. Managers should encourage open communication and discussions when dealing with conflict or challenges within the office. Remaining impartial …show more content…
Staff should always be urged to work together for the collective goal of the company. Managers who urge their staff to think about the purpose and goals of the organization can help to work together towards common goals. Encouraging staff to work in a way that fits company goals and tackling the behaviors that conflict with these objectives can be extremely beneficial when managing. Office managers may have a large role in human resources management of the practice. They are often in charge of recruiting, hiring, supervising, retaining, promoting, and firing of providers and staff. With all the human resource responsibilities a manager must be organized, ethical, and concise. The ability to negotiate, multitask and communicate effectively is valuable. Healthcare practices see patients from all different race, culture, age, and ethnicity. It is necessary that an office manager be familiar with the health disparities that exist among different cultures to help work towards equity in healthcare. (Buchbinder & Shanks, 2012, p. 316) Mangers should encourage the company to pursue initiatives to gain the intelligence, understanding and skill needed to practice improved cultural competence as staff and as an
McConnell, C, R. (2006). Umiker management skills for the new health care supervisor (4th ed.). Sudbury, MA: Jones and Bartlett Publishers
Being culturally aware and knowledgeable is a must when working in any type of healthcare field. In our society today, we have an array of different cultures and making patients feel comfortable and at easy is our primary goal. Diversity training is something that is a must for each healthcare professional and should be the basis of our healthcare education.
The organizing function of the manager consists of developing organizational charts, job descriptions, and statement of work flows ( Liebler and McConnell, 2008, p.53). A healthcare department manager must have knowledge of the job functions, job descriptions, and how those relationships impacts, authority, chain-of-command and communication. As a Wayne County Sheriff Sergeant, the organizational jail chart reveals the decision making process in terms of, (a) major functions,(b) relationship of functions, (c) channels of supervision, and (d) lines of authority and communication and positions( by job titles) within the [jail] units (Liebler & McConnell,2008, p.194).
Future leaders need to be able communicate effectively, motivate, and lead a highly diverse and dynamic group of people in a complicated industry. A transformative leader needs to be culturally diverse because of the changing demographics in healthcare organization to avoid creating cultural barriers and conflicts in the workforce. When cultural values of individual staff members conflict. When cultural values of an individual staff member conflict with the organizational values of those held by coworkers, challenges, and misunderstandings can be unavoidable. A transformative leader can use such conflicts as an opportunity to foster cross cultural understanding among staff members from diverse backgrounds and to enhance cross- cultural communications (Andrew & Boyle, 2012). The increasing digitization and mobility of healthcare services vastly emerging future health care leaders also need to be technology savvy because most healthcare organizations are using electronic medical records (EMR) for billing and coding purposes and to provide care for their patients (Porter –O’Grady & Mlloch,
Choosing a major has never been an easy task; after high school graduation, without a college plan, many of us finds ourselves taking classes we don’t even need in the first year of college. Setting aside some times to decide what we want to do in life, what we want to study, and where we want to be in the next five years or so can help us save time, money, and most likely can direct us toward our most coveted career goal. Changing our mind along the way is typical of us, but there are always many majors to choose from; but when it comes to the healthcare field, not every single one of us interested in healthcare as a profession gets to wear the white coat or the scrub because some of us hate the sight of blood and needles. These people may consider healthcare administration as a career, but is it worth it to choose healthcare administration as a career?
One credential that aligns with the type of job I’m seeking would be a certified medical office assistant. As a medical office assistant (MOA), I would be the first point of communication between patient and office, and I will be the one to set the tone for the patient’s experience. In addition to managing patients, MOAs also work behind the sections to organize appointments, lab test examinations, bring charts up to date, handle insurance repayments and other functions that may keep a medical office successively efficiently. A medical office assistant can have great flexibility by a doctor who has high expectations in his honesty and judgment, mainly in smaller office where an MOA must unavoidably
Many people are confused when it comes to the question “what is it that Medical Office Managers (MOM’s) do?” And up until a certain point of research, I wasn 't confident that I knew the answer to that myself. But, in plain and simple terms, a Medical Office Manager typically manages a medical office of some kind. Whether it be in a large hospital in a specialized department or a small privately owned practice, MOM’s are responsible for “planning, directing, and
In the other hand, “simply recognizing and accepting cultural diversity is insufficient to attain cultural competency in health care”, as cited by Edelman (2014, p.26). It is important that before we get to know and understand other cultures, we are able to recognize our own beliefs and values, and more importantly, that we do not attempt to influence others with our own culture. Every person is unique and it is essential for us to be aware of that so we can meet their own needs and expectations while providing exceptional
According to Andrews and Boyle (2016), having a diverse workforce provides a greater satisfaction among employees, which will result in higher retention of employees as well. By hiring a diverse culture within an organization this increases a workplaces economy and becomes a culturally competent organization. Otherwise, a high turnover can be very costly to an organization and the functionality can decrease. Many organizations have developed policies to help recruit and retain people from different backgrounds. When employees feel that they are valued because of their diversity, the employees will feel protected from discrimination, feel that there is room for advancement within the company, and increase employment retention (Kaplan, Wiley, & Maertz, 2011). With the increase of minorities across the nation, having diversity in nurses and healthcare workers to accommodate this diversity also improves the quality of care to the patients while also increasing their health outcomes and satisfaction (Ayoola, 2013). We have learned in the previous weeks that being able to communicate with our patient’s and understanding their culture can positively increase the outcome of the health. Having a diverse staff will also help establish trust and make them feel at ease. However, there can be barriers to having a diverse culture in the
The role that was chosen in this situation would be the Vice President of Community Relation and the reason it was chosen is because of the desire to try and correct the situation. My job would be to address the situation with the medical centers executive team and try to explain the attitudes of the hospital staff while also trying to come up with a solution (Buchbinder & Shanks, 2011). One advantage to this role is bring an understanding of why the need for a more diverse population within the medical center is actually the best thing that can happen to the hospital. A disadvantage of this position would be trying to get everyone to see eye to
In an environment that deals with a vast amount of the diverse population, culture is very important. In fact, many healthcare organizations benefit immensely from the impact of culture in a diverse setting. One benefit of this setting is that culture provides guidelines for employees, patients, doctors, visitors, and others that utilize these facilities. Healthcare organizations set the foundation of their companies using cultural beliefs, values, and a code of conduct to create a diverse and accepting workplace.
Cultural competence in health care provision refers to the capacity of health care systems to offer good care to patients and accommodate employees, who have diverse beliefs, behaviors, and values to meet their cultural, linguistic, and social needs. It comprises of policies, attitudes, and behaviors that integrate to form a system that can operate efficiently in cross cultural conditions. Healthcare organizations look at cultural competence from two major viewpoints. Firstly, it is a tool to enhance patient care from all backgrounds, social groups, languages, religions, and beliefs. Secondly, it is a tool that strategically attracts potential clients to their organizations and, hence, expands
People that are interested in this line of work like activities that include leading, making decisions, and business. They have integrity, have leadership qualities, are able to take initiative, and are dependable people that can handle a high stress level. I learned from my results that I am more of social person and the interest profile would recommend me doing something that helps people or being of service to people, which I feel that I am able to do in this profession. I also was ranked highly in enterprising which means that I like persuading and leading people which I think is a great asset as well for being able to run a major facility and work with many different people this seems like these would be essential traits for this position. Further research has lead me to find a few more ideal characteristics to have. One being able to communicate clearly and respectfully with patients, customers, industry leaders, and hospital workers. Second, leadership is important. A healthcare administrator needs to have the ability to create a shared vision for and inspire the entire work staff/team. You also have to have a good knowledge of healthcare. Someone that is able to stay on top of healthcare system policies, the latest innovations in healthcare technology, and the ever changing political landscape of the industry. (Healthcareadministration.com,
Health care management is the profession that provides leadership and direction to organizations that deliver personal health services and to divisions, departments, units, or services within those organizations (Buchbinder & Shanks, 2017, p. 2). Health care managers are crucial in terms of the development and running of a health care organization. With this said, health care managers have a variety of leadership styles available to them and it is important that when using these styles that they use them to their advantage in order to maintain positive outcomes. There are three main types of leadership style: democratic leadership, pacesetting leadership, and coaching style leadership. Although there are several types of leadership styles, after taking the leadership style quiz offered by Kendra Cherry a
According to McConell (2012), the difference in a leader and a follower determines the success of a person regarding leadership. This chapter helps explain the content of qualities and proficiency for healthcare managers to be effective. Once again, effective management skills or certain qualifications enhance a healthcare organization environment. Healthcare managers and supervisors must have the capacity to handle challenges while the organization objectives and regulations may change over a period of time. Effective healthcare management governs the success of a healthcare organization. There are many different skill sets and leadership styles to be effective as a manager. People are interested in knowing what strategies are effective in healthcare management.