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Nursing philosophy on compassion
Nursing philosophy on compassion
Nursing philosophy on compassion
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This paper examines the mission, vision, and values of Alvarado Hospital Medical Center and describes how it applies to the United States Council of Catholic Bishop’s Teachings. But before we can correlate the two, it is imperative to understand the differences in a mission statement vs. a vision statement and what it means for a hospital to have core values. Given the way the business world is working today, organizations need some form of direction to help prevent deviation from their purpose. In order to do this companies have come to use what is known as directional strategies. The concept of directional strategies encompasses an organizations mission statement, vision statement, values and strategic goals. Each sounding similar …show more content…
It is about ideals, goals, future states of the organization, and hope. “They help provide a map of what could be and, more important, what the leaders want the future to be” (Swayne, et al., p. 171, 2008). Our vision is that of the entire healthcare system we are under and not specific to this hospital. The vision statement presented by AHMC is: Prime Healthcare Services (PHS) is consistently at the forefront of evolving national healthcare reform. Our organization provides an innovative and integrated healthcare delivery system. We remain ever cognizant of our patients' needs and desires for high quality affordable healthcare. I do see how this fits in to the leaders vision for our healthcare systems future. Currently, PHS is attempting to convert all 26 hospitals over to the same EHR and Clinical documentation system, EPIC. Each hospital is fulfilling the remainder of their contracts with current vendors and are implementing procedures to help make the transition as painless as possible. This would create an integrated delivery system that encompasses the entire spectrum of healthcare delivery and provides a continuum of care which encompasses all aspects of an individual's healthcare. PHS also recognized the need for a new emergency department at AHMC. Our plans have been approved through OSHPD, financing is in place, and we are breaking ground right after the new year. We will be expanding from a 11 bed ED to a 2-story 30 bed ED by 2016. …show more content…
To “reaffirm the ethical standards of behavior” could be viewed as ensuring qality behavior. To “provide authoritative quidance” can be viewed as providing comprehension in a sense and the value of compassion can be seen many times over in the Ethical and Religious Directives as a whole. Furthermore, the USCCB’s website has not only ethical directive but they provide a very detailed strategic plan roadmap. They have their short term and long term goals laid out very suscinctly. They have many mission goals in place to guide them throuh 2016. This may seem like too large of a mission however, Grusenmeyer had heartwarming advice for organizations with large mission
Mission and vision statements communicate strategic goals. “To provide superior patient-centered care using appropriate and innovative evidence-based practices” is a mission better aligned with Amedisys new direction. Additionally, “Drive growth by delivering a full range of holistic health care services, while cultivating a culture of compassion” is a vision that could be used to inspire employees to achieve Amedisys’ purpose.
This paper will propose the major steps that Caring Angel Hospital (CAH) could take to achieve each of the following goals: Improve the quality of care, add value to the organization, improve employee morale, design an efficient organizational chart, create a strong team environment and create the hospital’s competitive edge. It will also recommend one approach that the hospital could use for acquiring a larger market share given the prevailing financial circumstances. It will investigate two value-added services that CAH could offer to strengthen its value proposition and examples of the advantages of those services.
Determined healthcare systems routinely examine their environments internally and externally to locate significant trends and forces in the present and for the future which will have an effect on their performance goals and mission efforts. These healthcare systems understand who their stakeholders are, their needs and how best to meet those expectations and needs. These systems give attention to specific efforts on accomplishing goals that acquire opportunities in the whole environment while they continue to adjust their internal structures and functions. Precise aims are dealt with by uninterrupted sequences for performance improvements. Strategic directions for systems originate from the mission and directives. Strategic directions are identified by observing key stakeholders, addressing their interests and being proactive about responding to current, as well as, future shifts and trends in the systems’ entire environment (Skinner, 2001).
When El Camino Hospital decided to construct its new, $470 million technologically, and seismically advanced healthcare facility, the hospital calculated that the staffing cost to make continuous deliveries would exceed $1 million annually. After all, the spacious design (450,000 square feet) combined with the horizontal layout in the new hospi...
Epic is system wide throughout the hospital and its ancillary centers that is an electronic medical record system. It was implemented into the hospital to streamline and organize the records of patients so that no matter where they are in the hospital, their record is instantly accessible to healthcare providers and all departments at any time. Epic has received the Best in KLAS award in 2014 and also is the #1 software suite five years running. KLAS is dedicated to providing “the single best source of honest, unbiased information about the software and equipment that keeps healthcare moving forward.” KLAS has stated that epic is a leader in the market for adding clients because their system is low risk and
An article discussing the importance of a mission statement states that a mission statements’ job is to outline the organization’s unique purpose and establish the basis of its values and traits, as well as describe the attitude that is to be expected of those a part of the organization. Furthermore, this philosophical foundation sets the “tone” for physical actions, meaning that the content of the mission statement can determine the behavior of personnel (Hitt & Ireland, 1992).
Centura Health has done a good job with their mission and vision statements. The mission statement is short and does not encompass all characteristics. The vision statement is outdated and needs to include more specifics on the technology and timeline. However, they have created their values with helps to reduce the missing aspects of the mission ad vision. These are more telling on why the organization is around, and what they are doing that is different than the other hospital systems in the area. Overall, with the help of the values, the mission and vision statements are useful tools for the employees and the community to understand the organizations priorities and performance goals.
Honor Health is a hospital and physician provider system located in phoenix Arizona. Honor health is relatively new hospital chain, more specifically it is the result of a merger of Scottsdale hospital and the John C. Lincoln Health Network (Alltucker, 2013). Honor Health’s mission statement is relatively short, comprising only a single sentence. Their mission and vision statements are, “To improve the health and well-being of those we serve” and, “To be the partner of choice as we transform healthcare for our communities” (Honor Health, 2015). While their vision and mission statements impart a direction and goal for their organization, the vagueness of both statements may cause problems in guiding targeted strategic initiatives. This essay
The current health care system can be difficult to navigate and often medical centers need management tools to help them develop strategic plans within their organizations. The SWOT-Analysis is one strategic tool that health care centers can use to formulate a roadmap for their organizations. The SWOT-Analysis examines internal capabilities (strengths and weaknesses) and external developments (opportunities and threats) when determining a strategic plan for an organization (Van Wijngaarden, Scholten, & Van Wijk, 2012). Van Wijngaarden et al. (2012) explains for SWOT-Analysis to prove meaningful throughout an organization, it is important for stakeholders to be part of the brainstorming to identify its’ internal capabilities and external developments. However, there are a few drawbacks to the using the SWOT-analysis tool that are important for health care centers to remain cognizant of when developing their strategic blueprints. Helms and Nixon (2010) state the SWOT-Analysis can be vague and too simplistic when developing a strategic course for an organization; it can be difficult to classify variables into the four SWOT quadrants; and no definite strategic path is identified after the SWOT-analysis is completed. For these reasons, they explain it can be helpful to use additional analysis tools in addition to the SWOT-analysis. One such tool the U.S. Army Medical System uses is the balanced-score card. The balanced-score card can assist health care centers in the clarification of their strategic objectives and goals, and facilitates communication throughout the organization (Chan, 2006). Chan (2006) also reveals balanced-score cards allow for constructive employee feedback l...
Some critics have stated that there is not yet any quantifiable improvement in patient outcomes in comparison to the traditional model. Additionally some critics have voiced that some “practices may receive recognition without making fundamental change”.4 Another prominent flaw is the lack of funding to convert practices into PCMH. The cost to cut down patient flow, reconfiguring medical record systems, and get approval from insurers is more than many sites can handle financially. For the PCMH model to be accessible to some practices with the hopes of implementing such a program, capital funding would need to be made available from federal, state, and local entities. This limits many providers because many practices are not able to provide the necessary capital to start such a program. In addition to medical practices not having the necessary capital, providers must then work with a decreased patient load with the anticipation of possible reimbursement in the future.3 These points make it clear that the transition to a PCMH model would require hard work and commitment from the involved providers to make it
“An electronic health record (EHR) is a digital version of a patient’s paper chart. EHRs are real-time, patient-centered records that make information available instantly and securely to authorized users.” (healthit.gov) The EHR mandate was created “to share information with other health care providers and organizations – such as laboratories, specialists, medical imaging facilities, pharmacies, emergency facilities, and school and workplace clinics – so they contain information from all clinicians involved in a patient’s care.” ("Providers & Professionals | HealthIT.gov", n.d., p. 1) The process has proved to be quite challenging for providers. As an incentive, the government began issuing payments to those providers who “meaningfully use certified electronic health record (EHR) technology.” (hhs.gov) There are three stages that providers must progress through in order to receive theses financial incentives. Stage one is the initial stage and is met with the creation and implementation of the HER in the business. Stage two “increases health information exchange between providers.” ("United States Department of Health and Human Services | HHS.gov", n.d., p. 1) Stage three will be the continuation and expansion of the “meaningful use objectives.” ("United States Department of Health and Human Services | HHS.gov", n.d., p. 1) The hospital, where I work, initiated the HER mandate many years ago. In this paper, I will discuss the progression and the challenges that my hospital encountered while implementing the EHR mandate.
My current employer, Mayo Clinic, is a world renowned not-for-profit hospital that has been established for 150 years. Mayo Clinic is the first and biggest integrated not-for-profit medical group practice in the world and is a well-known brand name that is recognized world-wide. Working for an organization where the primary value is the needs of the patient come first, the organizations domain is held to a higher standard. The mission statement is to encourage hope and contribute to health and well-being by providing the best care to all patients through integrated clinical practice, education and research (Strategic statement of Mayo Clinic, 2012). The vision statement is that Mayo Clinic will offer an unparalleled experience as the most trusted partner for health care (Strategic statement of Mayo Clinic, 2012). In the medical field, innovations, research and technology motivate the business to perform and deliver care in a new standard. Mayo Clinic has a logo of three shields that are interlocked, presenting patient care, research and education.
At Mayo Clinic, the organization is driven by the needs of the patient and providing an unparalleled experience through integrated clinical practice, research and education for all patients. Analyzing the strategic plan for Mayo Clinic and identifying and summarizing long-term and short-term plans helps to develop an outlook for the future. “US News & World Report ranked Mayo Clinic as one of the 21 “Best Hospitals” in the United States in 2009” (Jones, 2010, p. 52.), and has been on this list for last 20 y...
PCMHs are showing slow improvements in patient satisfaction, overall quality, patient outcomes, and cost-effectiveness (Stockbridge et All, 2014). Although these improvements are not record-breaking, this concept shows how unclear the future of healthcare delivery actually is as well as driving policymakers to understand our current reimbursement methodology isn’t exactly adequate. With the Comprehensive Primary Care (CPC) initiative, CMS continues to demand further EHR implementation as well as offering bonus payments for providers who can document care coordination and patient outcome improvements. The difficulty remains, there is no proper way to do this, therefore a “One Size Fits All” PCMH is yet to exist, let alone a payment model encouraged by CMS. As hospitals struggle to maintain fiscal sustainability, they also lack a clear pathway into the future to implement organizational changes, as the future of CMS reimbursement is entirely
There should be goals and objectives for implementing CPOE which each organization’s tolerance for change. A CPOE solution that enables a flexible implementation approach – one that allows an organization to focus on garnering the most physician adoption initially, and then introduce increasing levels of process change at a later time – has the best chance of sustained success. Therefore, the initial implementation of CPOE will be limited to one facility, using a pilot project approach to identify issues before going system-wide. It will involve nursing, radiology, physicians, pharmacy, and administration as appropriate.