Implementing Key Concepts from Course Modules for Success

Module one to Module five presentation AUTHOR AFFILIATION COURSE INSTRUCTOR DATE OF SUBMISSION

Introduction  While handling the course content, there are different aspects from each course module I would love to implement.  The different modules covered in the course thus far represented different aspects which include;  The Role of Managers and Technology – Module one  Policy for how to pay for performance bonuses – Module two  Importance of Stocking and Timely Orders – Module Three  Credentialing Providers – Module four  A comparative analysis of FMLA and the Workers' compensation benefits – Module five  From the above modules, I picked different aspects that I would want implemented from each module as shown in the following presentation.

The Role of Managers and Technology – Module one  Managers have a critical role in utilizing technology to improve operations and outcomes. In the case of a healthcare setup, managers are in charge of finding and implementing technical solutions that will enhance operational efficiency, patient care, and organizational performance.  Managers analyze and select the most relevant solutions for their healthcare companies by staying current on the newest technological advancements.  Effective managers must fully comprehend the technology and its potential applications in healthcare (Fennimore & Wolf, 2017). This expertise enables them to assess their organization's needs, identify development opportunities, and strategically implement technology to address these difficulties.  Collaboration with IT specialists is essential because managers rely on their knowledge to negotiate the complexity of implementing and managing technology systems.  Managers are responsible for integrating technology into healthcare systems. They must devise ways to incorporate technology into existing workflows to ensure little disruption and maximum acceptance by healthcare practitioners.  I would therefore be keen in implementing the use of technology in managerial and leadership roles to help improve and offer better management and leadership.

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Improving Healthcare Outcomes and Reducing Costs through New Technology – Module one  New Technology is very essential in healthcare. It can be very crucial in improving healthcare outcomes and in the reduction of costs.  Ideally new technology impacts healthcare outcomes and costs in various ways including;  Enormous Potential of New Technology  Data-Driven Decision-Making  AI's Role in Healthcare Transformation  Telemedicine and Remote Monitoring  I would highly consider the implementation of new technology in healthcare as the integration of advanced analytics, AI, telemedicine, and remote monitoring into healthcare systems offers the potential to enhance patient outcomes, increase engagement, and lower costs (Michie et al., 2017).  Equally data-driven decision-making, AI-driven diagnostics, and virtual care options all contribute to more efficient and effective healthcare delivery.

Performance bonuses – Module two  Performance bonuses are additional compensation provided to individuals or employees based on their achievements, accomplishments, or meeting certain goals or targets.  These bonuses are designed to reward exceptional performance and provide motivation for individuals to excel in their roles.  Performance bonuses are basically characterized by the following;  Incentivizing Excellence  Recognition and Motivation  Performance Evaluation  Retention and Attraction etc..  Performance bonuses are a powerful tool for motivating employees, recognizing outstanding performance, and aligning individual efforts with organizational goals (Neha et al. et al., 2021).  When designed and implemented thoughtfully, they can contribute to enhanced productivity, engagement, and overall success for both individuals and the organization.

Summary of the policy structure – module two The policy structure is made up of;  Objectivity  Eligibility  Performance evaluation  Bonus Calculation  Bonus Payout  Communication and Transparency  Policy compliance  Policy review It is very important to encompass policy structure in the organization as it will be the foundation for consistent decision-making, efficient operations, legal compliance, and the overall functioning of a company (Neha et al. et al., 2021).

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Stocking and Timely Orders – Module Three  A well-maintained and adequately supplied inventory is crucial in every medical practice, especially for surgical operations.  Keeping critical supplies on hand helps maximize physician time. It improves patient care in various ways, including improved patient care, efficient physician time management, cost- effectiveness, and enhanced professional image.  It enhances patient care since having the necessary materials on hand enables seamless and uninterrupted procedures, reducing patient delays and pain (Tepolt et al., 2021). Efficient Physician Time Management occurs when physicians can focus on providing care rather than wasting time looking for missing supplies or arranging last-minute substitutes.  Proper inventory management saves money by minimizing last-minute purchases, rush shipping expenses, and product waste due to outdated supplies. When organizations employ stocking and timely orders, their professional image improves.  A well-managed office reflects well on the overall practice, enhancing patient satisfaction and trust.  I would therefore encourage stocking and timely orders as it will be very crucial in keeping a well- maintained and adequately supplied inventory

Step-by-Step Method to Avoid Supply Disruptions – Module Three To prevent a recurrence of supply chain disruptions in healthcare, I would implement the following step-by-step method; 1. Conduct routine inventory inspections to review current inventory levels, ensure all supplies are well-stocked, and identify products approaching expiration dates (Zhang et al., 2020). 2. Set a Reorder Threshold: For each supply item, set a reordering threshold to trigger timely replenishment, minimizing last-minute rushes and stockouts. 3. Implement a Centralized Inventory System: Use a centralized inventory system to track supplies throughout the office, delivering real-time stock level updates and allowing for improved control. 4. Efficient Communication: Foster clear and open communication channels among staff members on supply needs and impending procedures to forecast demand (Tepolt et al., 2021) accurately. 5. Supplier Collaboration: Maintain a positive relationship with suppliers, ensuring they know our office's requirements and can offer timely delivery. 6. Automated Reorder Reminders: Inventory management software generates reminders based on predefined reorder levels. 7. Ongoing Training: Train employees on supply management practices, emphasizing the need for timely orders and stock level monitoring (Zhang et al., 2020). 8. Periodic Procedure Review: Review our office's supply management procedures regularly, fixing any discovered flaws or inefficiencies.

Credentialing – Module Four  Credentialing providers is checking and examining the qualifications and credentials of healthcare professionals seeking to join a medical facility's network.  This critical technique applies to physicians, nurses, allied health professionals, and other specialists. Medical facilities ensure that only competent and certified individuals become part of their network by thoroughly reviewing their educational background, employment history, and certifications.  In addition, primary source verification is carried out to validate the authenticity of the material presented (Eisenberg et al., 2002). Through this strict process, healthcare facilities uphold high standards of care and safety, protecting patients' well-being and the integrity of their profession.  I would ensure I implement credentialing to the latter as it is a critical aspect of ensuring patient safety, maintaining quality standards, and upholding the reputation of healthcare institutions.

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Steps to be Credentialed – Module Four I would encompass the following steps for credentialing; 1. Application Submission: The credentialing process begins with the provider submitting a detailed application that includes biographical information, educational background, employment history, and professional credentials. 2. Primary Source Verification: To confirm the authenticity and legitimacy of the information provided, the medical facility conducts primary source verification of the provider's credentials, contacting educational institutions, prior employers, and licensing boards (Kato et al., 2020). 3. Background Screening: A background check is performed to confirm that the practitioner has no history of malpractice, criminal convictions, or other circumstances that would disqualify them. 4. Peer Review: Depending on the facility's policy, a peer review committee may conduct interviews or case reviews to assess the provider's clinical competence and ethical behavior. 5. National Provider Identifier (NPI) Number: The provider must have a National Provider Identifier (NPI) number, which is a unique identifying number provided to healthcare providers by the Centers for Medicare & Medicaid Services (CMS) (Eisenberg et al., 2002). 6. State Licensing: The provider must be licensed in the state where they wish to work.

FMLA - The Family and Medical Leave Act – Module Five  The Family and Medical Leave Act (FMLA) is a federal statute implemented in 1993 that allows some employees to take unpaid, job-protected leave for family and medical reasons.  The FMLA is a large Act with numerous provisions. The FMLA includes requirements for eligibility, grounds for withdrawal, job protection, and employee benefits.  The Family and Medical Leave Act (FMLA) is a vital foundation for addressing the dynamic interplay between an employee's professional and personal commitments. This statute emphasizes the necessity of balancing work and family life by allowing eligible employees to take up to 12 weeks of unpaid leave within 12 months (Donovan, 2020).  The Family and Medical Leave Act (FMLA) protects eligible employees who use their leave privileges. Employees who return after an approved FMLA leave are guaranteed to recover their previous position and be reinstated into a comparable role with identical benefits, remuneration, and working conditions.  I would encourage individuals to get better knowledge regarding FMLA so as to understand well where they should benefit from the act.

Workers' Compensation Act  Workers' compensation is a state-mandated insurance program designed to provide financial and medical benefits to injured or ill employees due to their job duties.  Workers' compensation, at its core, serves as a necessary safety net for employees who suffer work-related injuries or illnesses, regardless of responsibility.  The comprehensive benefit package includes essential medical treatment, partial income replacement to offset the financial impact of missed workdays, support for vocational rehabilitation to aid in reentry into the workforce, and provision for death benefits to dependent family members in tragic cases of fatal accidents (Greckhamer, 2016).  Workers' compensation reimbursement serves a dual purpose, covering the important requirement for medical expense coverage while also lessening the financial setback caused by lost wages.  Workers' compensation, in contrast to the unified federal monitoring of FMLA, functions within a complicated legal framework managed at the state level.  Just as FMLA, I would encourage individuals to get better knowledge regarding the functionality of workers’ compensation Act as it is more bound by legal frameworks to get to understand where they are affected by it.

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Comparison Between the FMLA and the Workers Compensation Act  Comparing FMLA and workers' compensation reveals differences in benefits, scope, legal frameworks, and purpose.  FMLA offers unpaid leave for family and medical reasons, while workers' compensation provides financial support for work-related injuries.  FMLA is federal, while workers' compensation varies by state.  FMLA promotes work-life balance, while workers' compensation focuses on workplace injury support.  Notably, FMLA provides job-protected leave, while workers' comp offers compensation and medical coverage (Faber et al., 2018).  FMLA eligibility is based on organization size and tenure, while workers' comp eligibility depends on work-related injuries.  FMLA covers various situations, while workers' comp deals exclusively with job-related injuries.  I would advice on the understanding of the use of FMLA and workers’ compensation as it is quite essential to everyone.

Conclusion  As I progressed through the course content, I incorporated the diverse range of insights gained from each course module. Through its modules, the course has investigated several dimensions:  The first session focused on the critical interaction between managers and technology.  Module two focused on developing policies for performance-based compensation.  Module three emphasized the importance of effective stocking and timely orders.  Credentialing providers were highlighted in module four, emphasizing their critical function.  Finally, module five allowed for a comparison of FMLA and Workers' Compensation benefits.  This journey has encouraged me to choose separate components from each module that I am excited to incorporate, resulting in a thorough presentation of my acquired thoughts."

References  Donovan, S. A. (2020). Paid family and medical leave in the United States. Congressional Research Service. https://www.everycrsreport.com/files/20200219_R44835_0ebe161f175b8bc1c0ffd7cf213028a03fe2bf5d.pdf  Eisenberg, D. M., Cohen, M. H., Hrbek, A., Grayzel, J., Rompay, M. I. Van, & Cooper, R. A. (2002). Credentialing complementary and alternative medical providers. Annals of Internal Medicine, 137(12), 965–973. https://www.acpjournals.org/doi/abs/10.7326/0003-4819-137-12-200212170- 00010  Faber, A., Friend, J., McGee, K., & Wilson, T. (2018). Family and Medical Leave Act. Georgetown Journal of Gender and the Law, 19(2), 305–331. https://go.gale.com/ps/i.do?id=GALE %7CA558366236&sid=googleScholar&v=2.1&it=r&linkaccess=abs&issn=15256146&p=AONE&sw=w&userGroupName=anon~f051be5e&aty=o pen-web-entry  Fennimore, L., & Wolf, G. (2017). Nurse manager leadership development. The Journal of Nursing Administration, 47(10), S20–S26. https://www.jstor.org/stable/26813892  Greckhamer, T. (2016). CEO compensation in relation to worker compensation across countries: The configurational impact of country‐level institutions. Strategic Management Journal, 37(4), 793–815. https://onlinelibrary.wiley.com/doi/abs/10.1002/smj.2370  Kato, S., Galán-Muros, V., & Weko, T. (2020). The emergence of alternative credentials. https://www.oecd-ilibrary.org/education/the-emergence-of- alternative-credentials_b741f39e-en;jsessioni  Michie, S., Yardley, L., West, R., Patrick, K., & Greaves, F. (2017). Developing and evaluating digital interventions to promote behavior change in health and health care: recommendations resulting from an international workshop. Journal of Medical Internet Research, 19(6), e232. https://www.jmir.org/2017/6/e232/  Neha S. Singh et.al. (2021). A realist review to assess for whom, under what conditions, and how pay-for-performance programs work in low- and middle-income countries. https://www.sciencedirect.com/science/article/pii/S0277953620308431  Tepolt, F., Schafer, K. M., & Budd, J. (2021). Standardization of medication inventory in an urban family medicine clinic. Journal of the American Pharmacists Association, 61(4), e242–e248. https://www.sciencedirect.com/science/article/abs/pii/S1544319121000996  Zhang, J., Onal, S., & Das, S. (2020). The dynamic stocking location problem–dispersing inventory in fulfillment warehouses with explosive storage. International Journal of Production Economics, 224, 107550. https://www.sciencedirect.com/science/article/abs/pii/S0925527319303767

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