Hsm 541 Week 2 You Decide

Michelle Marrs, the new CEO for the C. W. Williams Health Center examines the current operational conditions of the facility. She understands the importance of the health care

Middlefield Hospital has been a great healthcare facility to the Middlefield area. Middlefield Hospital consists of a 450-bed tertiary facility in a major urban area in the Northeast. The hospital is an integrated health system that provides the full array of inpatient and outpatient services. The hospital enjoys a reputation of quality care in the area. In recent years, there are areas of concern that need to be addressed. As I have been assigned the position as the new Chief Executive Officer (CEO) of Middlefield Hospital, I will provide strategies and recommendations needed for implementation to turnaround the hospital into a more positive experience not only for the patients but for the employees as

Pate Memorial Hospital is a 600-bed, independent, not-for-profit, self-supporting hospitals. PHC, an ambulatory health care facility, was opened by PMH. Sherri Worth, a new assistant administrator of Pate Memorial Hospital in charge of the PHC, was told that a firm plan establishes a clinic five blocks north of PHC. It is a big competitor for PHC. On the other hand, financial problems, Short service hours, long waiting time and lacking of gynecological services are all be the problem faced by Worth. Therefore, Sherri was requested to analyze the PHC’s performance and take Medcenter, a possible competitor, into consideration which either did or not opens a clinic in north.

Middlefield should also sit down with Barbara and spend some time to better develop its quality improvement program by doing more than just collecting data but also take the results and actually using them to make improvements around the hospital that may actually attract some of their lost patients back, people usually leave for a reason because quality, personal touch, or just standards were lacking. So of Middlefield can work on improving some of these things that they may not even see because they are just so used to doing their usual that could make a huge difference and also bring some of their patients back because people tend to like to stay with the doctor who already knows their history and someone they are also ready comfortable with. When their quality of care changes then maybe their patient base will also and they will get back some of the paying insured patients from the area. All patients want to feel like they are in a very safe facility.

f. Also follow up with the new nurses’ manager and mentor to ensure they have a successful integration within the hospital and understand the crucial role they have.

The board of directors and the president know that they have serious human resource issues. They understand that management practices have to change in order to compete in the local healthcare market as an employer-of-choice. As in any healthcare organization, fiscal resources are limited, but the board is firmly committed to investing in a well developed human resources plan that will decrease the turnover and stem the ever-growing turnover and vacancy rates. The president has asked you to attend the next board of directors meeting to share your plan for addressing these serious issues. What will you tell them? Outline the focus of your presentation and include the issues you have identified, as well as the recommended strategies for turning this around. (Points : 25)

A comprehensive satellite health clinic will reduce admissions, as well as re-admissions to the current single hospital within the county. This extra resource will reduce the possibility of competitors moving into the area, specifically those from neighboring hospitals that could bring the needed services that PMH is lacking and looking to provide. Additionally, consumers feeling forced to travel out of the area for care, or those facing the potential of being transferred out of the area due to the severity of the case as a result of inadequate primary and preventative care, or lack of space will diminish through these efforts.

With the ongoing changes in the healthcare field, nursing workforce retention presents itself as one of the greatest challenges facing healthcare systems today. According to the American Nursing Association, nursing turnover is a multi-faceted issue which impacts the financial stability of the facility, the quality of patient care and has a direct affect on the other members of the nursing staff (ANA, 2014). The cost to replace a nurse in a healthcare facility ranges between $62,100 to $67,100 (ANA, 2014). The rising problem with nursing retention will intensify the nursing shortage, which has been projected to affect the entire nation, not just isolated areas of the country, gradually increasing in its scope from 2009 to 2030 (Rosseter,

Recently, Sussex Health Care revealed some very important news. They've appointed a new Chief Executive Officer. The name of the new Chief Executive Officer is Amanda Morgan-Taylor. The new CEO did not waste anytime beginning her duties at the organization. She worked diligently to get familiar with all aspects of the healthcare organization. The new Chief Executive Officer is focused on making a real difference in the healthcare organization. This dedicated individual is already making a big difference. She is collaborating with top management to take the organization in the right direction.

The nursing shortage in healthcare has been a highlighted issue for many years. With the ever-growing health care system, hospitals and healthcare facilities often find themselves searching for ways to acquire new nurses and retain their very own. Throughout the years, the number one solution to this problem remains the same: decreasing nurse turnover, and increasing nurse retention. This paper discusses the causes of high nurse turnover rate, the negative effects on health care, and ways to improve the turnover rate.

In the healthcare field, nursing leaders and managers face consistent issues in their respective practices that force them to alter the way they work and the way they think. In taking on a role as a leader within the field, nursing leaders and managers also take on the role of ensuring that work within an organization runs smoothly regardless of new issues that may arise in the healthcare arena. For instance, in today's healthcare environment, the issues of nurse shortage and nurse turnover have the capacity to alter the healthcare field and many of its respective branches and organizations should these problems not be managed properly by the leaders in the field. In viewing the issue at hand and in discovering how nursing leaders and managers are expected to act, and do act, in order to approach this issues, along with pinpointing the best approach possible to aid this issue, one can better understand which leadership styles are necessary for leaders to function.

An interview was conducted with the Chief Nursing Officer (CNO) at an acute care facility. This discussion revolved around the following: her style of management, style of communication, decision-making skills, technical skills and delegating skills. Before sharing specific responses to each of these, the CNO wanted to clarify that because she was new to the organization and following someone who had been in this position for over 20 years, during the first year and transition phase, there were certain situations in which she was consciously adjusting her leadership style to fit the culture of the organization. She strongly felt over time the staff would adjust and become more familiar with her natural style of leadership and

The ongoing instability evidenced from the high mobility of qualified nurses in the nursing workforce has raised many questions about the issue of nursing shortage and nurse turnover (Gates & Jones, 2007). The paper below discusses the issues of nursing shortage and nurse turnover. The paper also describes how leaders as well as managers in the nursing fraternity and other leaders can resolve those problems effectively and the different applicable principles, skills, roles of the leader, and theories of leadership and management.

Healthcare changes occurring today along with shrinking budgets and reimbursement rates for hospitals has forced institution CEOs to do more with less. Changes and restructuring of various health facilities require nursing leaders with flexibility and adaptability. Nurse leaders must also consider budgetary constraints, cost effectiveness, patient safety, and quality care while maintaining focus on improved patient outcome. The responsibility of ensuring patients receive safe and high quality care belongs to every employee in the hospital, including support staff such as IV therapy. In this hospital, this led to the development of a nurse director position to oversee the

The health care issue that I have chosen to research is how we should address the shortage of nurses. I have chosen this topic because I work in a hospital and it is very difficult to recruit new nurses especially in specialized areas. Nurses in the workplace are the largest population of health care employees at 2.7 million nurses employed in the United States according to the Bureau of Labor Statistics. This is almost double the nursing assistants employed at 1.4 million which is the second leading health care occupation in the United States. The nursing profession has the largest job growth from 2008 to 2018 with a total of projection of more than 581,500 new registered nurse positions to be created. It is also projected by 2025 to have a nursing shortage that will grow to more than 260,000 registered nurses (N.d.), Overview of BLS Statistics by Occupation, http://www.bls.gov/bls/occupation.htm