GMFC has two main choices, either figure out how to play or they pay, meaning they done one of five options, they either: absorb the cost, improve current plan efficiency, shift costs, eliminate ancillary health care benefits or end health plan sponsorship (Ratcliffe & Stover, 2015). If GMFC chooses the latter option of the five options, not only would there be significant labor relations problems, but that the penalty would equate to $2,000 per employee per year, minus the first 30 initial employees. Thus, employers are likely to pay a much lower penalty if they offer coverage than if they don’t offer coverage. This is important for GMFC because paying an entire year in violations would cost GMFC $99,941,998.80 which would make GMFC decreasingly able to compete if its total violation costs continue to increase because regulatory mandates become more and more cumbersome for not providing health benefits to employees. Additionally, this approach would affect GMFC’s attractiveness and retention of its high value employees, leading to other internal problems. To combat this GMFC would end up spending money on other compensations or an increase in overall wages of every employee. So in order to avoid the penalty and its astronomical costs, GMFC’s …show more content…
(Ratcliffe & Stover, 2015). The could also work on improving the current health care plans efficiency by managing unit costs through medical discounts, audits, program/service review, and contract reviews along with general promotion of health via promotions, biometric screenings, accountability strategies, disease management, and incentives would all help to manage the cost of health care for GMFC and its employees (Ratcliffe & Stover, 2015). Though, effective, this option would be best utilized in a combination
Commonly associated with pay for employees, benefits is the second biggest obstacle for management. Like Volkswagen starts employees off at the basic pay the unions would achieve, a similar benefits program should be implemented (Greenhouse, 2014). The passing of the Affordable Health Care Act has made it possible for many citizens to receive coverage but it is basic at best. GMFC should create a plan based off of the Health Care Act and unionized plans and allow for extras to be added on. This allows for employees to pick the benefits package that works best for them.
This group is more focused on satisfaction, access and quality of care. Providers, or practitioners, are also key stakeholders within an organization. The term provider can encompasses not only physicians and surgeons, but also nurses, physical and occupational therapists, technicians, and other members of a clinical staff. Providers fall into two categories, primary, which includes hospitals and health departments and secondary, which includes educational institutions and pharmaceutical companies. Providers are focused on the best treatments for patients and are involved in delivering health services and products. The final element of the MCQ model is the employer who by far is the largest paying and purchasing stakeholder of an organization. The employers focus is primarily on their return on investment within an organization. Cost and quality is a focus for employers when choosing health benefits but are mindful that access is just as important. Within the Patient Healthcare model, MCQ explains the interactions between the four elements of employer, patient, provider and payer while the Iron Triangle focuses on the factors of cost, quality, and access. The Patient Healthcare model charges healthcare leaders with the task of balancing satisfaction with the stakeholder (employer, patient, provider, and payer) in relation to cost, quality and access. This may be very difficult since stakeholders may have competing priorities. Changes and variations made in how healthcare organizations operate may have profound effects on how stakeholders perceive the quality, access and cost. For instance, a patient may consider cost to be a top priority when seeking healthcare and at the same time the healthcare organization may consider raising costs and therefore devaluing access and quality. Patients who begin to incur high out-of-pocket costs may begin to perceive a financial
The organization is creating an effective system that would enhance employees’ growth and help them meet the needs of the workforce. To achieve better healthcare, the organization is developing innovative ways of recruiting skilled personnel. In a bid to build value for its employees, Banner Health System is presenting them with opportunities that build their expertise. Employees have an opportunity to transfer between different Banner facilities and still manage to retain their seniority and benefits. The organization is leveraging employee skills and creativity via the President’s Grant Program. The program offers funding to employees who have innovative ideas that are beneficial to the heath system. The focus of the program includes improving teamwork, leadership development, continuous, learning as well as innovation in all locations. As the organization grows, it looks forward to offer employees discounts on health coverage and other insurance
It is enthralling to note that in spite of the advances in healthcare systems, such as our hospital’s ability to provide patients with lower cost, managed One being the Health Maintenance Organizations (HMO), which was first proposed in the 1960s by Dr. Paul Elwood in the "Health Maintenance Strategy”. The HMO concept was created to decrease increasing health care costs and was set in law as the Health Maintenance Organization Act of 1973, after promotion from the Nixon Administration. HMO would, in exchange for a fee, allow members access to employed physicians and facilities. In return, the HMO received market access and could earn federal development funds.
When one examines managed health care and the hospitals that provide the care, a degree of variation is found in the treatment and care of their patients. This variation can be between hospitals or even between physicians within a health care network. For managed care companies the variation may be beneficial. This may provide them with opportunities to save money when it comes to paying for their policy holder’s care, however this large variation may also be detrimental to the insurance company. This would fall into the category of management of utilization, if hospitals and managed care organizations can control treatment utilization, they can control premium costs for both themselves and their customers (Rodwin 1996). If health care organizations can implement prevention as a way to warrant good health with their consumers, insurance companies can also illuminate unnecessary health care. These are just a few examples of how the health care industry can help benefit their patients, but that does not mean every issue involving physician over utilization or quality of care is erased because there is a management mechanism set in place.
Another downfall to HMO coverage is selective-contracting. This is a process where hospitals deny treatment to patients because their...
Formed in 1998, the Managed Care Executive Group (MCEG) is a national organization of U.S. senior health executives who provide an open exchange of shared resources by discussing issues which are currently faced by health care organizations. In the fall of 2011, 61 organizations, which represented 90 responders, ranked the top ten strategic issues for 2012. Although the issues were ranked according to their priority, this report discusses the top three issues which I believe to be the most significant due to the need for competitive and inter-related products, quality care and cost containment.
The steady rise of healthcare costs and the ever increasing cost of health insurance premiums are making it harder and harder for employers to pay healthcare premiums for their employees. In the past, it was almost a given that employers picked up the tab for health insurance coverage. The health coverage was usually exceptional with little or no money paid out of pocket by the individual for the insurance premiums. Those appear to be the “good old days”, with fewer and fewer employers shelling out money for health insurance premiums and demanding a larger percentage to be paid by the employee. Other employers are simply unable to financially provide healthcare coverage for their employees and have stopped all together.
Our healthcare system has developed into a burden for most people and has terrible consequences for others. It consists of everyone paying for healthcare as a whole, instead of people paying for themselves. This system of healthcare has burdened the people who take care of themselves and have money, but extends the life of people who do not take care of themselves and live in poverty. This is not pleasant for the one’s who decided to go to school and make well over minimum wage. In turn, they are the individuals who end up paying for the people who decided to make bad decisions in their life that put them in the minimum wage position. Clearly, laws regulate the insurance companies but these regulations do not make any sense to many. Balko explains that, “More and m...
Then came the question, should the employer be the one responsible for providing health insurance. While everyone on the panel could agree that our health care system in 2008 was broken, most seemed opposed to the alternative solution of universal healthcare. There is an incentive to the company to offer health insurance to a human being that may receive the opportunity to receive health insurance from another company. However, taking health insurance responsibility away from the employer and making it the government’s responsibility would increase availability and possibly eliminate freedom of
The Center of Disease Control and Prevention (2013) reported that, more than 35% of U.S. adults are obese and suffer metabolic syndrome which can include heart disease, stroke, type 2 diabetes and a variety of cancers, causing the US more than hundreds of billion dollars for their medical care. It makes some wonder whether the health care Americans have chosen to support our country was the right choice. A managed health care system might not be the most efficient at times but compared to a Universal plan, Managed care looks golden. America’s managed health care dates back to the 19th century when rural American workers agreed to a set fee for physicians to deliver care to them and their families. After World War II however, hospitals and clinics started popping up all over our country enrolling more than half a million people. By the 1970’s healthcare became common place and the choice of HMO, PPO etc... were formed. Employers began to see managed care as a necessity for their employees and now healthcare comes as a job benefit (Tufts Managed Care Institute, 1998). Having a health care plan through work The alternative choice to a managed healthcare is a Universal healthcare which is a government-funded program. This health care system dates back just as far as managed health care however, this has never been much of a success in the American System (Karen S. Palmer,1999).
...nt. Wellness programs in workplaces have also become increasingly popular. These programs have not only demonstrated to be clinically effective but also cost effective. Companies are willing to invest to improve their productivity and decrease insurance cost. These programs will continue to grow in all fields and will require the need for more ND’s to participate. Promoting these programs can only lead to positive improvements from a patient to a corporate perspective.
BASF is one of the world's largest chemical companies. It was established in 1865 with the main product was coal tar based dyestuff. It has six main categories of products, which are oil and gas, chemicals, agricultural products, plastics and fibers, dyestuff and finishing products, and consumer products. The structure of the company is presented by three-dimensional matrix consisting of operating, regional and functional divisions. Since 1960, the company began to expand its operation at a global level through acquisition. In Southeast Asia, the company has over 30 companies in 16 countries through the region of which 12 have the production facility. Headquarter for the region is located in Singapore.
Organizational culture is imperative to the success of the organization. The strength and core values of the organization is supported by the organizational culture. This allows for organization to operate in a specific manner that is specific to that organization and can pave the path for success. Company founders are passionate about their vision and mission and they elude that passion into their employees. When that passion and mission is successfully implied to the employees the company strives in it 's path to success. Founders of companies are the continuing influence for the company to succeed. They pour the foundation of organizational culture so that the vision of their passion is directed in the right path. Organizational culture
(c) a requirement that firms with over 50 employees offer coverage or pay a penalty, (d) a major expansion of Medicaid, and (d) regulating health insurers by requiring that they provide and maintain coverage to all applicants and not charge more for those with a history of illness, as well as requiring community rating, guaranteed issue, non-discrimination for pre-existing conditions, and conforming to a spec...