Revision #1_ The Cost and Quality of Health Care (1)
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THE COST AND QUALITY OF HEALTH CARE The Cost and Quality of Health Care
The University of Arizona Global Campus ENG122: English Composition II
March 27th, 2023
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THE COST AND QUALITY OF HEALTH CARE The Cost and Quality of Health Care
The COVID-19 pandemic caused significant global disruptions to the cost, quality, and access to health care (
World Health Organization, 2021).
This ultimately triggered a wave of innovation in healthcare organizations that were forced to adapt to these changes (Bohr, 2020). In the following paper, I will be discussing how outpatient mental health facilities could greatly benefit from incorporating certain strategies to spark
creativity and innovation among team members (Wu et al., 2021). Employers should be thoroughly screening job applicants for innovative characteristics, promoting training and
development opportunities to their employees, and finally providing a changing environment for the team (SHRM, 2022). Implementation of these strategies in outpatient mental health facilities could result in simultaneous improvements in access, cost, and quality of healthcare (Cumbe et al., 2022).
To create and maintain a successful healthcare organization a solid foundation must be set into place and select the best and most qualified (Fisher et al., 2021). An employer should begin the hiring process by eliminating those who do not meet the basic requirements of the position (SHRM, 2022). The success of any research enterprise is dependent on the ability to recruit and screen qualified individuals who can meet the project needs (Fisher et al., 2021). While also applying preliminary assessments to screen
out candidates who lack the desired level of skills and competencies for the job (SHRM, 2022). With the rise in complexity inhealthcaree, the number of connections among health care providers and patients will likely continue to increase (Pamela Mitchell, 2020). Every position should be reviewed to determine the knowledge, skills, and abilities that are necessary for success (SHRM, 2022). The incorporation of multiple
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THE COST AND QUALITY OF HEALTH CARE perspectives inhealthcaree organizations offers the benefit of diverse knowledge and experience (Pamela Mitchell, 2020). The success of any clinical research team is dependent on hiring individuals with the experience and skill set needed for a specific research project (Fisher et al., 2021). Employers must promote training and development opportunities for their employees. This will create new opportunities for employees and provide room for growth. Skills training is one of the top perks younger workers look for in a new job (SHRM, 2022). Employers who encourage their employees to seek out professional development opportunities are in turn encouraging higher productivity and job satisfaction (Parsons, 2022). Employers offering these benefits are more likely to attract potential employees who are interested in striving for excellence and pursuing advancement (Parsons, 2022). It has been statistically proven that employees with a strong sense of belonging in their workplace are 167 percent more likely to recommend working at their company to other people, according to BetterUp Research
(SHRM, 2022). In behavioral health, for example, there is a plethora of tools and training that employees can highly benefit from and better equip themselves with to perform their job to the best of their ability. It is crucial employers offer growth and advancement for improvements in the overall health organization. The only constant in healthcare organizations, as the saying goes, is change. Change in healthcare organizations occurs as a result of various variables such as technological advancements, population, diseases, new treatment discoveries, etc. (Nilsen
et al., 2020). As a result, employers should try their best to provide a changing environment for their team. The promotion of environmental change in a healthcare
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THE COST AND QUALITY OF HEALTH CARE organization will reflect how the employees can adapt to change in crises, for example, the pandemic. In conclusion, the Implementation of these strategies in outpatient mental health facilities could result in simultaneous improvements in access, cost, and quality of healthcare but it is not a guarantee. Leaders and managers in health care organizations should communicate and debrief more often to set clear goals for the staff. Outpatient mental health facilities continue to suffer from a shortage of mental health clinicians due to factors that are out of our control. Healthcare managers mustry their best to lead by example and apply strategies that will not only benefit the organization but the employees
as well.
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THE COST AND QUALITY OF HEALTH CARE References
Cumbe, V. F. J., Muanido, A. G., Turner, M., Ramiro, I., Sherr, K., Weiner, B. J.,
Flaherty, B. P., Sharma, M., Faduque, F., Xerinda, E. R., & Wagenaar, B. H.
(2022). Systems analysis and improvement approach to optimize outpatient
mental health treatment cascades in Mozambique (SAIA-MH): study protocol for
a cluster randomized trial. Implementation science : IS, 17(1), 37.
https://doi.org/10.1186/s13012-022-01213-8
Bohr, A., & Memarzadeh, K. (2020). The rise of artificial intelligence in
healthcare applications. Artificial Intelligence in Healthcare, 25–60.
https://doi.org/10.1016/B978-0-12-818438-7.00002-2
Fisher, E., Thomas, R. S., Higgins, M. K., Williams, C. J., Choi, I., & McCauley,
L. A. (2021). Finding the right candidate: Developing hiring guidelines for
screening applicants for clinical research coordinator positions. Journal of clinical
and translational science, 6(1), e20. https://doi.org/10.1017/cts.2021.853
Nilsen, P., Seing, I., Ericsson, C., Birken, S. A., & Schildmeijer, K. (2020).
Characteristics of successful changes in health care organizations: an interview
study with physicians, registered nurses and assistant nurses.
BMC Health
Services Research, 20
(1), 147. https://10.1186/s12913-020-4999-8
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THE COST AND QUALITY OF HEALTH CARE Pamela Mitchell, M. W. (2020). Core principles & values of effective team-based
health care
. National Academy of Medicine. https://nam.edu/perspectives-2012-
core-principles-values-of-effective-team-based-health-care/
Parsons, L. (2022). Why is professional development important? - professional
development: Harvard DCE
. Professional Development | Harvard DCE.
https://professional.dce.harvard.edu/blog/why-is-professional-development-
important/
SHRM. (2022). How learning and development can attract and retain talent
.
SHRM. https://www.shrm.org/hr-today/news/all-things-work/pages/how-
learning-and-development-can-attract-and-retain-talent.aspx
SHRM. (2022). Screening and Evaluating Job Candidates
. SHRM.
https://www.shrm.org/ResourcesAndTools/tools-and-samples/toolkits/Pages/
default.aspx
Walston, S. (2017). Organizational behavior and theory in healthcare: Leadership
perspectives and management applications. Health Administration Press. World Health Organization. (2021). Covid-19 continues to disrupt essential health services in 90% of countries
. World Health Organization.
https://www.who.int/news/item/23-04-2021-covid-19-continues-to-disrupt-
essential-health-services-in-90-of-countries
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THE COST AND QUALITY OF HEALTH CARE Wu, A., Roemer, E. C., Kent, K. B., Ballard, D. W., & Goetzel, R. Z. (2021). Organizational Best Practices Supporting Mental Health in the Workplace. Journal of occupational and environmental medicine, 63(12), e925–e931. https://doi.org/10.1097/JOM.0000000000002407