The fundamental and underlying issues
The situation at the Twin Oaks Hospital is a conundrum that every human resource function would not like to be involved. It is a scenario that has the potential to derail the services of the medical facility. The primary issue, in this case, is remuneration. Employees are demanding an improved wage system that reflects on the services that they offer. In the claims, there appears to be an array of disparities that the line managers must give a response. Seemingly, there have been some grumbles over the wage structure. Employees who give the same value of services are paid varying amounts of money. Ordinarily, if workers discover such a disparity, they are likely to stage a go-slow in protest. There is, …show more content…
In the Industry, employees are bound to have full knowledge of the changes in the terms of employment in their institutions. Most notably, it is the news of improved pay at Lexington Memorial Hospital that triggered the situation at Twin Oaks (Chuck, 2015). In this light, it becomes and underlying issue. Another underlying issue that would have probably caused the standoff is the perceived discrimination on gender in the wage system. There is some feeling, in particular among the female members of staff that there is a bias against them. It emerges that men who perform less valuable duties and contribute less to the organization receive more than the ladies who add more value to the …show more content…
The discontent that the hospital is currently witnessing is induced by the goings-on in another institution. There is, therefore, difficulty in determining the honesty of the individuals. In situations where outside forces make a system make such adjustments, it portends serious problems for the future of the organization. Assuming their demands are met and the following day Lexington gives another salary raise, will Twin Oaks also follow suit? They are in a very precarious situation. The other problems are the modalities that the hospital should employ so as to resolve the issue. While experts are in agreement over the need to find a lasting solution to the problem, they are, however, far from getting a standard stand on how to approach the matter. The implication is that even if the management is to find a ground, it is likely to be a partially binding since some people will oppose it while others will support it. That is a variable that serves to complicate an already complicated
SGH has been plagued with patient quality issues, therefore SGH finds itself in a situation which is inherently antithetical to the mission of the hospital. The costs of healthcare continue to rise at an alarming rate, and hospital boards are experiencing increased scrutiny in their ability, and role, in ensuring patient quality (Millar, Freeman, & Mannion, 2015). Many internal actors are involved in patient quality, from the physicians, nurses, pharmacists and IT administrators, creating a complex internal system. When IT projects, such as the CPOE initiative fail, the project team members, and the organization as a whole, may experience negative emotions that impede the ability to learn from the experience (Shepherd, Patzelt, & Wolfe, 2011). The SGH executive management team must refocus the organization on the primary goal of patient
The region’s labor market is already tightening, as a result of which competition for skilled healthcare professionals is increasing. Kaiser Permanente would have to compete with the existing hospitals in recruiting and retaining qualified management and staff personnel responsible for the day-to-day operations of each of its hospitals and physician practices, including nurses and other non-physician healthcare professionals. The scarcity of nurses and other medical support personnel in the region presents a significant operating issue. This shortage may require Kaiser Permanente to enhance wages and benefits to recruit and retain nurses and other medical support personnel, recruit personnel from foreign countries, and hire more expensive temporary personnel. Competition for skilled healthcare professionals may lead to a further increase in Kaiser Permanente’s wage
The cost of Medical equipment plays a significant role in the delivery of health care. The clinical engineering at Victoria Hospital is an important branch of the hospital team management that are working to strategies ways to improve quality of service and lower cost repairs of equipments. The team members from Biomedical and maintenance engineering’s roles are to ensure utilization of quality equipments such as endoscope and minimize length of repair time. All these issues are a major influence in the hospital’s project cost. For example, Victory hospital, which is located in Canada, is in the process of evaluating different options to decrease cost of its endoscope repair. This equipment is use in the endoscopy department for gastroenterological and surgical procedures. In 1993, 2,500 cases where approximately performed and extensive maintenance of the equipment where needed before and after each of those cases. Despite the appropriate care of the scope, repair requirement where still needed. The total cost of repair that year was $60,000 and the repair services where done by an original equipment manufacturers in Ontario.
General Practices Affiliates is considering an offer from Titus Lake Hospital to join under a provider leasing model. Under a provider leasing model, Titus Lake Hospital is purchasing General Practices Affiliates’ services. The practice will retain control of personnel, management, and practice policies. Titus Lake Hospital submitted financial reports to assure transparency during the lease agreement process. The following analysis will discuss whether Titus Lake hospital is a viable financial partner for General Practice Affiliates, possible implications of the lease, and recommendations.
Sinclair hospital is a part of six hospital network which have other medical offices and as well as clinics. The hospital is an acute medical facility with 305 beds, per year it attends to 6300 inpatient, 17000 emergency patients, 8500 outpatient and 13600 clinics visit. Inpatient visit is where patients stay and sleeps in the hospital as they receive treatment. Other terms used in the hospital includes inventory visit this occurs when a patient comes to the hospital and receives an outpatient surgery e.g. appendectomy and goes home after a short recovery period.25000 case of diagnostic
Grady Memorial Hospital, also simply known as Grady, is the public hospital for the city of Atlanta. It was found in 1892 and is one the largest hospitals in the state of Georgia. Grady has become known for its amazing trauma service. As the hospital website notes, they are the region’s premier level I trauma center (Grady, 2016). While Grady excels at taking care of the critically injured, it still has areas that need some work.
Summit Oaks Hospital is a privately owned, for-profit hospital located in the affluent community of Summit, New Jersey. It is a 38-bed facility and is not associated with any other healthcare provider. Summit Oaks provides psychiatric as well as chemical dependency inpatient as well as outpatient treatment for both children and adults (Summit Oaks Hospital, 2016). Summit Oaks does not provide any other healthcare services; therefore, any patient requiring medical treatment secondary to psychiatric or chemical dependency issues is transferred to another hospital for treatment. Founded in 1902 the hospital has provided treatment to individuals in the entertainment industry as well as local citizen.
This paper’s brief intent is to identify the policies and procedures currently being developed at Midwest Hospital. It identifies how the company’s Management Committee was formed and how they problem solved and delegated responsibilities. This paper recognizes the hospital’s greatest attributes and their weakest link. Midwest Hospital hired Dr. Herb Davis to help facilitate the development and implementation of resolutions for each issue.
Huntsville Hospital (HH), located in Northeast Alabama, part of the Huntsville Hospital Health System, originating in downtown Huntsville, Alabama in the late 1800’s. As the not-for-profit, public hospital system developed, HH became the second largest employer in Madison County, Alabama with an estimated 7000 employees, 2000 nurses and 1000 physicians.
The key structural feature that allowed for change in the two hospitals, Advent and Calhoun, was the relational space “free space”. This relational space allowed reformer residents at all levels to hold the afternoon rounds in isolation of the defenders presence. In those meetings, residents freely communicated any concerns or issues they had, and collectively searched for ways to solve them. Their collective efforts also aimed at changing the “old school” norms, such as, changing “residents live in the hospital” to “have a life”, patient care is an individual responsibility to it is a team responsibility, and learning by doing by working longer hours to learning by doing, but over longer period of time. Reformer residents also worked on changing
In no way will this paper deny workplace inequality, but rather by using research, data and logical argumentation, it will attempt to dispel the negativity, and clarify the reasons for variation among wages and success between genders within the United States workforce. This paper will explain the idea of a glass ceiling that is not socially constructed, but rather is now in the process of being re-studied and possibly explained as a self-fulfilled prophecy.
The Newport Health Center (NHC) is a Primary Care practice owned and operated by the New London Hospital Association, Inc. (NLHA). With over 35,000 visits in FY 2015, the Newport Health Center provides a wide array of services including:
Throughout the world, discrimination in all forms has continued to be a constant struggle; whether it’s racial, gender based, religion, beliefs, appearance or anything that makes one person different from another, it’s an everyday occurrence. A major place that discrimination is occurring at is in the workplace. One of the largest problems discrimination issues is believed to be gender. Women, who have the same amount of experience as men are not getting paid at the same rate as men, these women also are equally trained and educated. According to the article Gender Pay, it was discovered in 2007 that a woman makes 81 cents for every dollar a man earns.(“Gender Pay”) . This shouldn’t be happening in today’s society for the fact the society lived in today is suppose to be more accepting. Men are viewed as being more popular, valuable and having higher powers than women. The Reason Discrimination is involved in the equal pay equal work is because of the significance it has to how some businesses pay their employees.