Hospital for Special Surgery (“HSS”)
This paper will focus on the assessment and evaluation of two areas of human behavior management in which Hospital for Special Surgery Registration Physician Department needs to bring about crucial improvements.
Hospital for Special Surgery (HSS) is a private hospital that specializes in orthopedic surgery and the treatment of rheumatology conditions. According to the employer handbook, the mission of HSS is to “provide the highest quality patient care, improve mobility, and enhances the quality of life for all and to advance the science of orthopedic surgery, rheumatology, and their related disciplines through research and education. [HSS] does this regardless of race, color, creed, sexual orientation, or ethnic origin”. On the other hand, the vision is to “lead the world as the most innovative source of medical care, the premier research institution, and the most trusted educator in the field of orthopedics, rheumatology, and their related disciplines”. (Employee Handbook, 2016)
According to the employer handbook, the Vision of HSS is to lead the world as the most innovative source of medical care, the premier research institution, and the most trusted educator in the field of orthopedics, Rheumatology, and their related disciplines.
According to its website, HSS is decentralized company that mainly
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They are many reasons for this. However, the work environment created by poor leadership skills is often one of the main reasons for it. In order to help improving the motivation and lack of leadership in my department I will use Maslow’s Theory of Human Motivation. According to Denhardt et al. (2015) page 155 one model that explains the changes that have occurred in human motivation over the past years is the need theory by Abraham Maslow, Maslow’s hierarchy (1943) “Maslow argued that people are motivated to behave in ways that will satisfy their needs.” (Pg.
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.
Health South provide the service of rehabilitative care to patient recovering from all kind of conditions. It all started in 1984, the company is used to known as Amcare Inc. at the decade of 1990, Health South Corporation expanded in tremendous speed. At the year of 2003, Health South has expended to two thousand facilities in not only every state in United States but also United Kingdom, Canada, Australia, Puerto Rico, and Saudi Arabia. The company has recorded almost four and half billion U.S dollars in revenue, which dominated the entire rehabilitation care industry. Health South Corporation seems like a dream.
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.
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.
Branding the health care facility as high technology with compassionate staff will benefit the health system in establishing relationships with the consumers and eventually loyalty (McPherson 2008). Huntsville Hospital Health System strategically branded the providers and facilities as top in the country with various modes of certification and accreditation such as Blue Distinction, Top 100 in Spine Surgery, Top 100 Best Places to Work, Advanced Technologies, and Joint Commission Accreditation. All these brandings assist our system to promote the caring, safe environment to enjoy in the wellness programs or when healthcare is necessary (Ingram
Consulting for the Caring Angel Hospital Working in the health care industry takes a lot of courage and patience in order to deal with different individual’s personalities and to be equipped to handle stressful situations according to the issues at hand. As a senior consultant at the Practical Health Care Consulting firm, my supervisor has instructed me to spend three months at the Caring Angel Hospital. While at the hospital there are a few tasks for improving the quality of care, adding value to the organization, improving employee morale, etc. Although these obstacles will be a challenge, there is an opportunity for improvement. This will allow the Caring Angel Hospital to increase revenue and accomplish the goals that are established.
...ng stressed. Option 1 may lead to excessive pressure on doctors, and hence poor performance in service delivery. In medical field, it is necessary to allow the doctors to perform accurately on a consistent basis.
An HSS employee could work at a Self Sufficiency branch as a Human Service Specialist that interviews and provides SNAP and health care benefits to eligible families. An HSS employee could also work at the CDC to research possible vaccinations for new infectious diseases. Still, an HSS employee could be a Community Outreach Specialist who spends their time working with community, religious and non-profit organizations to provide critical human service solutions for foster children or homeless people. Regardless of the job choice, a career at HSS is a rewarding journey that will improve the safety, health and quality of life people in the
The University District Hospital is a part of the larger PeaceHealth system and its financial flexibility is reaped from this relationship. Given that UD is a small hospital which provides inpatient psychiatric care, emergency services, and acute care of the elderly, all of which are poorly reimbursed, if the UD did not belong to a larger system that can assist with financial viability, it may not be able to accommodate the changes in service delivery required to remain sustainable. However, the services provided at UD meet the Mission of the organization and are essential to the community in which the facility resides.
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
The purpose of this paper is to examine the Heritage Valley Medical Center case study. The paper will start off with a brief background of Heritage Valley, along with a summary of the major problems and issues faced there. Next, the author will explain the role that was chosen while addressing the challenges of Heritage Valley and their reasoning in doing so. The author will then identify the strengths and weaknesses of Heritage Valley and offer to select the best alternative and recommended solutions, which will be followed by a brief description of the evaluation plan that could be used to measure the effectiveness of the recommended solution.
This scenario involves 200 bed health care center called “Rolling Meadows Community Hospital”. While John Waverly held a leadership position of CEO he placed himself into a situation of conflict of interest. John decision to not offer the postgraduate individual a position was based on personal benefit. The student was well appropriate and fit for the job, she contribute great measure to the hospital. Sexual harassment is sexual advancement that are not welcomed by an individual or even unpleasant sexual comments based on ones’ gender. Although John didn’t ask for sexual favors or bluntly make sexual gestures. He did make assumption solely on his personal feeling towards her and the fact she is a woman. Per Perry (2014), John stated, “he was
Steers, R. M., Porter, L. W., & Bigley, G. A. (1996). Motivation and leadership at work. (6th ed.) New York: McGraw-Hill.
Steers, Richard M., Lyman W. Porter, and Gregory A. Bigley. Motivation and Leadership at Work. New York: McGraw-Hill, 1996. Print.
First and foremost, leaders help to motivate and develop employees in a workplace. There is a popular quote that states, “a manager