Description
- Develop effective documentation skills for group therapy sessions *
- Develop diagnoses for clients receiving group psychotherapy *
- Evaluate the efficacy of cognitive behavioral therapy for groups *
Unformatted Attachment Preview
Journal Entry
•
•
•
•
Develop effective documentation skills for group therapy sessions *
Develop diagnoses for clients receiving group psychotherapy *
Evaluate the efficacy of cognitive behavioral therapy for groups *
Analyze legal and ethical implications of counseling clients with psychiatric disorders *
Select two clients you observed or counseled this week during a group therapy session. Note:
The two clients you select must have attended the same group session.
Then, in your Practicum Journal, address the following:
•
•
•
•
•
•
Using the Group Therapy Progress Note in this week’s Learning Resources, document
the group session.
Describe each client (without violating HIPAA regulations), and identify any pertinent
history or medical information, including prescribed medications.
Using the DSM-5, explain and justify your diagnosis for each client.
Explain whether cognitive behavioral therapy would be effective with this group. Include
expected outcomes based on this therapeutic approach.
Explain any legal and/or ethical implications related to counseling each client.
Support your approach with evidence-based literature.
Group Therapy Progress Note
Client: __________________________________________________ Date: ___________
Group name:________________________________________________
Minutes:________
Group session # ______
Meeting attended is #:______ for this client.
Number present in group _____ of _____ scheduled
Start time:________
End time: ________
Assessment of client
1. Participation level: ❑ Active/eager ❑ Variable ❑ Only responsive ❑ Minimal ❑ Withdrawn
2. Participation quality: ❑ Expected ❑ Supportive ❑ Sharing ❑ Attentive ❑ Intrusive
❑ Monopolizing ❑ Resistant ❑ Other: _____________________________________
3. Mood: ❑ Normal ❑ Anxious ❑ Depressed ❑ Angry ❑ Euphoric ❑ Other: _______________
4. Affect: ❑ Normal ❑ Intense ❑ Blunted ❑ Inappropriate ❑ Labile ❑ Other:_______________
5. Mental status: ❑ Normal ❑ Lack awareness ❑ Memory problems ❑ Disoriented ❑ Confused
❑ Disorganized ❑ Vigilant ❑ Delusions ❑ Hallucinations ❑ Other:__________________
6. Suicide/violence risk: ❑ Almost none ❑ Ideation ❑ Threat ❑ Rehearsal ❑ Gesture ❑ Attempt
7. Change in stressors: ❑ Less severe/fewer ❑ Different stressors ❑ More/more severe ❑ Chronic
8. Change in coping ability/skills: ❑ No change ❑ Improved ❑ Less able ❑ Much less able
9. Change in symptoms: ❑ Same ❑ Less severe ❑ Resolved ❑ More severe ❑ Much worse
10. Other observations/evaluations:________________________________________________________
In-session procedures:
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
_______________________________________________________________________________
__________ _____________________________________________________________________
Homework:
1.
2.
3.
Other Comments:
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
_____________________________________________________________________________________
Signatures
American Psychological Association | Division 12
Date
http://www.div12.org/ 1
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Learning ResourcesNote: To access this week’s library resources, please click on the link to the Course Readings List, found in the Course Materials section of your Syllabus.Required ReadingsFallon, L. F. & McConnell, C. R. (2014). Human resource management in health care: Principles and practices (2nd ed.). Burlington, MA: Jones & Bartlett Learning.
Chapter 8, "Compensation and Benefits" (pp. 143-159)Career Builder. (n.d.). Find a job. Retrieved August 30, 2019, from http://www.careerbuilder.comChamberlain, A. (2017, January 17). What matters more to your workforce than money. Harvard Business Review, 2–4. Fortune. (n.d.). Fortune 100 best companies to work for. Retrieved August 30, 2019, from https://fortune.com/best-companies/Goldstein, R. (2019, May 16). Leveraging benefits and perks to drive employee recruitment and retention. Forbes. Retrieved from https://www.forbes.com/sites/forbeslacouncil/2019/...Indeed. (n.d.). Job search. Retrieved August 30, 2019, from http://www.indeed.comKaidi, K., & Atun, R. (2017, August 16). Fixing the recruiting and retention problems in Britain’s NHS. Harvard Business Review.LinkedIn. (n.d.). Home. Retrieved August 30, 2019, from http://www.linkedin.comMeinert, D. (2015, July 13). How to improve employee morale. Society for Human Resource Management. Retrieved from https://www.shrm.org/hr-today/news/hr-magazine/pag...Monster. (n.d.). Home. Retrieved August 30, 2019, from http://www.monster.comMorgeson, F. P. (n.d.). How to reduce employee turnover in healthcare. HealthcareSource. Retrieved July 9, 2019, from http://education.healthcaresource.com/how-to-reduc...Munger, M. L. (2016, May 17). Employee retention a bigger challenge in growing economy. Physician Practice Insider, 35(6), 8–10.Sellers, K., Riley, M., Denny, D., Rogers, D., Havener, J.-M., Rathbone, T., & Gomez-Di Cesare, C. (2019). Retention of nurses in a rural environment: The impact of job satisfaction, resilience, grit, engagement, and rural fit. Online Journal of Rural Nursing & Health Care, 19(1), 4–42. https://doi.org/10.14574/ojrnhc.v19i1.547 Tarallo, M. (2018, September 17). How to reduce employee turnover through robust retention strategies. Society for Human Resource Management. Retrieved from https://www.shrm.org/resourcesandtools/hr-topics/t...U.S. Department of Labor, Wage and Hour Division. (n.d.). Family and Medical Leave Act (FMLA). Retrieved August 8, 2019, from http://www.dol.gov/whd/fmla/Vermeir, P., Degroote, S., Vandijck, D., Mariman, A., Deveugele, M., Peleman, R., … Vogelaers, D. (2017). Job satisfaction in relation to communication in health care among nurses: A narrative review and practical recommendations. SAGE Open, 7(2). Webb, P. G. (2019). Managing today's workforce to meet tomorrow's challenges. Frontiers of Health Services Management, 35(4), 3-10. Document: Comparison Infographic Template (Word)Note: This template will be used to complete the Assignment for this week.Required MediaAirely, D. (2012, October). What makes us feel good about our work? [Video file]. Retrieved from https://www.ted.com/talks/dan_ariely_what_makes_us...Note: The approximate length of this media piece is 20 minutes.Laureate Education. (Producer). (2011). Good Samaritan hospital organizational chart—Week 4: Retention, compensation, and benefits. [Multimedia file]. Baltimore, MD: Author.Discussion: Employee RetentionIt is likely that you or someone you know has had unpleasant experiences with a particular job, business, or company. Dissatisfaction may have come about because of work environment, coworkers, wages, management, or other factors. Worker dissatisfaction and morale is a key concern of an organization’s HR department. HR professionals should be familiar with the various needs and challenges of a diverse workforce to identify ways to address those concerns.Human, financial, and time resources need to be planned and managed wisely by an organization’s leadership. Financial, legal, and ethical factors influence the HR professionals’ ability to provide compensation and benefits, mediate disputes, and otherwise aid in employee retention. An unwise management of resources may lead to employee discouragement, loss of motivation, and decreased productivity (Zeuch, 2016). One of the most important challenges faced by healthcare HR departments is developing innovative strategies for retaining employees (Fried & Fottler, 2015).In this Discussion, you will search for a healthcare position (or use one you previously identified) and analyze the compensation and benefits offered for the position. Then, you will recommend improvements to the benefits package. Finally, you will identify positive outcomes for improving employee morale and retention and strategies to address employees who are feeling unmotivated.ReferencesZeuch, M. (Ed.). (2016). Handbook of human resources management. Berlin, Heidelberg: Springer-VerlagFried, B. J. & Fottler, M. D. (Eds.). (2015). Human resources for healthcare managing for success. Chicago, Illinois: Health Administration Press.To prepare for this Discussion:Review Chapter 8 of the Fallon and McConnell textbook. Focus on identifying the importance of providing compensation and benefits for employees and the role the HR department plays in administering those provisions.Review the media Good Samaritan Hospital Organizational Chart—Week 4: Retention, Compensation, and Benefits found in this week’s Resources.Search for a healthcare position and analyze the job description. The job description you choose should include compensation and benefits information. You can find a healthcare position on the website of one of your local healthcare organizations or through one of the following online job search websites:Indeed: http://www.indeed.comCareerBuilder: http://www.careerbuilder.comLinkedIn: http://www.linkedin.comMonster: http://www.monster.comBy Day 4Post a comprehensive response to the following:Provide the title and a brief summary of the healthcare job description you have chosen.Identify the basic compensation offered.Describe the full benefits package offered by the company.Propose two to three improvements to the benefits package.Identify two positive outcomes for improving employee morale and retention. Support your suggestions with reputable resources.Provide two incentives that might attract job candidates.Recommend at least two strategies you might use to address an employee who is feeling unmotivated after one year of service. Explain why you think these strategies will help.Support your Discussion and peer responses with in-text citations and references from specific Learning Resources.Read a selection of your colleagues’ postings.By Day 6Respond to at least two of your colleagues' postings in one or more of the following ways:Suggest an additional benefit that could be offered to employees to improve morale and ensure retention for the position your colleague has chosen.Suggest an additional strategy to address an employee who is feeling unmotivated.Return to this Discussion in a few days to read the responses to your initial posting. Note what you have learned and/or any insights you have gained as a result of your colleagues’ comments. You are not required to post these final insightsAssignment: 100 Best Companies to Work ForThe effort to provide benefits and compensation, increase loyalty, and otherwise retain employees is ongoing and constantly changing. It is important for HR professionals to remain abreast of emerging trends and shifts related to employee retention. To do so, HR professionals can look to companies noted for great benefits and high workforce loyalty. These companies not only illustrate examples of new and innovative methods of employee retention, but they also act as beacons of what will become new standards for benefits and compensation.In this Assignment, you will compare the compensation and benefits offered by two companies. You also will also identify common aspects shared by the companies you select.To prepare for this Assignment:Review the Learning Resources for this week.Download the Comparison Infographic Template located in the Learning Resources.Visit the "Fortune 100 Best" website: https://fortune.com/best-companies/. Click on “Explore the List.” Select a company from the list by clicking on their name. 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HC 333 Herzing University Week 2 Coordination and Benefits of Medicare Paper
Unit 2 Assignment - Coordination of BenefitsSubmit AssignmentDue Sunday by 11:59pm Points 80 Submitting a text entry box o ...
HC 333 Herzing University Week 2 Coordination and Benefits of Medicare Paper
Unit 2 Assignment - Coordination of BenefitsSubmit AssignmentDue Sunday by 11:59pm Points 80 Submitting a text entry box or a file uploadInstructionsEstimated Time to Complete: 3 hoursUtilize the knowledge gained through the readings and discussion throughout Unit 2 to coordinate the benefits for a patient.Instructions: Sarah went to the emergency room in January with pain in her stomach. She was sent home within 24 hours. In March, she had an appendectomy. Sarah has Medicare A.Review the document, Managed Care Organization Comparison.Select another managed care organization from the table to serve as Sarah’s secondary insurance.Coordinate the benefits for her emergency room visit and procedure between Medicare A (which must serve as the primary insurance plan) and the secondary insurance plan. Include the following information:Rationale for the plan selected as Sarah’s secondary insurance. Include any special considerations that contributed to the selectionSummary of relevant benefits covered under each planLimitations: care needed but not covered by either plan (if applicable)Complete additional research as necessary on the two types of insurance plans. Be sure to cite any resources.RubricCoordination of BenefitsCoordination of BenefitsCriteriaRatingsPtsThis criterion is linked to a Learning OutcomeSecondary insurance and rationale0.0 ptsNon PerformingStudent did not submit the assignment1.0 ptsNon-proficient (1)Student selects an secondary insurance plan that is inappropriate and provides little rationale for selection.4.0 ptsLow Level Proficiency (2)Elements of both Moderate Proficiency and Non-proficient are present7.0 ptsModerate Proficiency (3)Student selects an secondary insurance plan that is acceptable and provides some rationale for selection.8.0 ptsModerately High Proficiency (4)Elements of both High Proficiency and Moderate Proficiency are present10.0 ptsHigh Proficiency (5)Student selects an appropriate secondary insurance plan and provides rationale for selection.10.0 ptsThis criterion is linked to a Learning OutcomeCoordination of benefits0.0 ptsNon PerformingStudent did not submit the assignment10.0 ptsNon-proficient (1)Coordination of benefits for emergency room visit and procedure between Medicare A and secondary plan is not accurate and/or appropriate.19.0 ptsLow Level Proficiency (2)Elements of both Moderate Proficiency and Non-proficient are present28.0 ptsModerate Proficiency (3)Coordination of benefits for emergency room visit and procedure between Medicare A and secondary plan is mostly accurate and appropriate.34.0 ptsModerately High Proficiency (4)Elements of both High Proficiency and Moderate Proficiency are present40.0 ptsHigh Proficiency (5)Coordination of benefits for emergency room visit and procedure between Medicare A and secondary plan is accurate and appropriate.40.0 ptsThis criterion is linked to a Learning OutcomeBenefit description0.0 ptsNon PerformingStudent did not submit the assignment6.0 ptsNon-proficient (1)Benefits for each plan are not accurate and/or not described concisely, limitations of plans are not described and selection of (and reasoning for) primary plan is not sound.12.0 ptsLow Level Proficiency (2)Elements of both Moderate Proficiency and Non-proficient are present18.0 ptsModerate Proficiency (3)Benefits for each plan are mostly accurate and described somewhat concisely, limitations of plans are somewhat described and selection of (and reasoning for) primary plan is mostly sound.22.0 ptsModerately High Proficiency (4)Elements of both High Proficiency and Moderate Proficiency are present25.0 ptsHigh Proficiency (5)Benefits for each plan are accurate and described concisely, limitations of plans are described and selection of (and reasoning for) primary plan is sound.25.0 ptsThis criterion is linked to a Learning OutcomeTechnical Requirements0.0 ptsNon PerformingStudent did not submit the assignment1.0 ptsNon-proficient (1)Spelling and grammar are not accurate (3+ errors), standard American English and professional writing style used (3+ errors). References provided with 3+ errors in formatting.2.0 ptsLow Level Proficiency (2)Elements of both Moderate Proficiency and Non-proficient are present3.0 ptsModerate Proficiency (3)Spelling and grammar are mostly accurate (1-2 errors), standard American English and professional writing style used (1-2 errors). References provided with 1-2 errors in formatting.4.0 ptsModerately High Proficiency (4)Elements of both High Proficiency and Moderate Proficiency are present5.0 ptsHigh Proficiency (5)Spelling and grammar are accurate, standard American English and professional writing style used. References are provided using APA format.5.0 ptsTotal Points: 80.0PreviousNext
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10 pages
Practicum Week Journal
The week begins, and the number of healthcare workers reporting to work is reducing, pointing to a possible shortage of wo ...
Practicum Week Journal
The week begins, and the number of healthcare workers reporting to work is reducing, pointing to a possible shortage of workforce (nurses and possibly ...
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You are a Financial Manager of the Local Hospital. Prepare an annual financial report. This report will be communicated to ...
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You are a Financial Manager of the Local Hospital. Prepare an annual financial report. This report will be communicated to all employees at the Town-hall meeting. This project should be prepared in a power point (10-15) slides. Include all the financial or accounting terms you have you learned so far.
HLTH 4121 Walden University Employee Retention Discussion
Learning ResourcesNote: To access this week’s library resources, please click on the link to the Course Readings List, f ...
HLTH 4121 Walden University Employee Retention Discussion
Learning ResourcesNote: To access this week’s library resources, please click on the link to the Course Readings List, found in the Course Materials section of your Syllabus.Required ReadingsFallon, L. F. & McConnell, C. R. (2014). Human resource management in health care: Principles and practices (2nd ed.). Burlington, MA: Jones & Bartlett Learning.
Chapter 8, "Compensation and Benefits" (pp. 143-159)Career Builder. (n.d.). Find a job. Retrieved August 30, 2019, from http://www.careerbuilder.comChamberlain, A. (2017, January 17). What matters more to your workforce than money. Harvard Business Review, 2–4. Fortune. (n.d.). Fortune 100 best companies to work for. Retrieved August 30, 2019, from https://fortune.com/best-companies/Goldstein, R. (2019, May 16). Leveraging benefits and perks to drive employee recruitment and retention. Forbes. Retrieved from https://www.forbes.com/sites/forbeslacouncil/2019/...Indeed. (n.d.). Job search. Retrieved August 30, 2019, from http://www.indeed.comKaidi, K., & Atun, R. (2017, August 16). Fixing the recruiting and retention problems in Britain’s NHS. Harvard Business Review.LinkedIn. (n.d.). Home. Retrieved August 30, 2019, from http://www.linkedin.comMeinert, D. (2015, July 13). How to improve employee morale. Society for Human Resource Management. Retrieved from https://www.shrm.org/hr-today/news/hr-magazine/pag...Monster. (n.d.). Home. Retrieved August 30, 2019, from http://www.monster.comMorgeson, F. P. (n.d.). How to reduce employee turnover in healthcare. HealthcareSource. Retrieved July 9, 2019, from http://education.healthcaresource.com/how-to-reduc...Munger, M. L. (2016, May 17). Employee retention a bigger challenge in growing economy. Physician Practice Insider, 35(6), 8–10.Sellers, K., Riley, M., Denny, D., Rogers, D., Havener, J.-M., Rathbone, T., & Gomez-Di Cesare, C. (2019). Retention of nurses in a rural environment: The impact of job satisfaction, resilience, grit, engagement, and rural fit. Online Journal of Rural Nursing & Health Care, 19(1), 4–42. https://doi.org/10.14574/ojrnhc.v19i1.547 Tarallo, M. (2018, September 17). How to reduce employee turnover through robust retention strategies. Society for Human Resource Management. Retrieved from https://www.shrm.org/resourcesandtools/hr-topics/t...U.S. Department of Labor, Wage and Hour Division. (n.d.). Family and Medical Leave Act (FMLA). Retrieved August 8, 2019, from http://www.dol.gov/whd/fmla/Vermeir, P., Degroote, S., Vandijck, D., Mariman, A., Deveugele, M., Peleman, R., … Vogelaers, D. (2017). Job satisfaction in relation to communication in health care among nurses: A narrative review and practical recommendations. SAGE Open, 7(2). Webb, P. G. (2019). Managing today's workforce to meet tomorrow's challenges. Frontiers of Health Services Management, 35(4), 3-10. Document: Comparison Infographic Template (Word)Note: This template will be used to complete the Assignment for this week.Required MediaAirely, D. (2012, October). What makes us feel good about our work? [Video file]. Retrieved from https://www.ted.com/talks/dan_ariely_what_makes_us...Note: The approximate length of this media piece is 20 minutes.Laureate Education. (Producer). (2011). Good Samaritan hospital organizational chart—Week 4: Retention, compensation, and benefits. [Multimedia file]. Baltimore, MD: Author.Discussion: Employee RetentionIt is likely that you or someone you know has had unpleasant experiences with a particular job, business, or company. Dissatisfaction may have come about because of work environment, coworkers, wages, management, or other factors. Worker dissatisfaction and morale is a key concern of an organization’s HR department. HR professionals should be familiar with the various needs and challenges of a diverse workforce to identify ways to address those concerns.Human, financial, and time resources need to be planned and managed wisely by an organization’s leadership. Financial, legal, and ethical factors influence the HR professionals’ ability to provide compensation and benefits, mediate disputes, and otherwise aid in employee retention. An unwise management of resources may lead to employee discouragement, loss of motivation, and decreased productivity (Zeuch, 2016). One of the most important challenges faced by healthcare HR departments is developing innovative strategies for retaining employees (Fried & Fottler, 2015).In this Discussion, you will search for a healthcare position (or use one you previously identified) and analyze the compensation and benefits offered for the position. Then, you will recommend improvements to the benefits package. Finally, you will identify positive outcomes for improving employee morale and retention and strategies to address employees who are feeling unmotivated.ReferencesZeuch, M. (Ed.). (2016). Handbook of human resources management. Berlin, Heidelberg: Springer-VerlagFried, B. J. & Fottler, M. D. (Eds.). (2015). Human resources for healthcare managing for success. Chicago, Illinois: Health Administration Press.To prepare for this Discussion:Review Chapter 8 of the Fallon and McConnell textbook. Focus on identifying the importance of providing compensation and benefits for employees and the role the HR department plays in administering those provisions.Review the media Good Samaritan Hospital Organizational Chart—Week 4: Retention, Compensation, and Benefits found in this week’s Resources.Search for a healthcare position and analyze the job description. The job description you choose should include compensation and benefits information. You can find a healthcare position on the website of one of your local healthcare organizations or through one of the following online job search websites:Indeed: http://www.indeed.comCareerBuilder: http://www.careerbuilder.comLinkedIn: http://www.linkedin.comMonster: http://www.monster.comBy Day 4Post a comprehensive response to the following:Provide the title and a brief summary of the healthcare job description you have chosen.Identify the basic compensation offered.Describe the full benefits package offered by the company.Propose two to three improvements to the benefits package.Identify two positive outcomes for improving employee morale and retention. Support your suggestions with reputable resources.Provide two incentives that might attract job candidates.Recommend at least two strategies you might use to address an employee who is feeling unmotivated after one year of service. Explain why you think these strategies will help.Support your Discussion and peer responses with in-text citations and references from specific Learning Resources.Read a selection of your colleagues’ postings.By Day 6Respond to at least two of your colleagues' postings in one or more of the following ways:Suggest an additional benefit that could be offered to employees to improve morale and ensure retention for the position your colleague has chosen.Suggest an additional strategy to address an employee who is feeling unmotivated.Return to this Discussion in a few days to read the responses to your initial posting. Note what you have learned and/or any insights you have gained as a result of your colleagues’ comments. You are not required to post these final insightsAssignment: 100 Best Companies to Work ForThe effort to provide benefits and compensation, increase loyalty, and otherwise retain employees is ongoing and constantly changing. It is important for HR professionals to remain abreast of emerging trends and shifts related to employee retention. To do so, HR professionals can look to companies noted for great benefits and high workforce loyalty. These companies not only illustrate examples of new and innovative methods of employee retention, but they also act as beacons of what will become new standards for benefits and compensation.In this Assignment, you will compare the compensation and benefits offered by two companies. You also will also identify common aspects shared by the companies you select.To prepare for this Assignment:Review the Learning Resources for this week.Download the Comparison Infographic Template located in the Learning Resources.Visit the "Fortune 100 Best" website: https://fortune.com/best-companies/. Click on “Explore the List.” Select a company from the list by clicking on their name. The following page contains a thorough description of the company including the benefits they offer employees.Carefully review the descriptions on some of the companies included in the report and select two. At least one needs to be a healthcare-related company.Explore the information provided for each company as well as each company’s website.To complete this Assignment, complete the Comparison Infographic Template.Support your work with specific citations from this week's Learning Resources and additional scholarly sources as appropriate.By Day 6 of Week 4Submit your completed Comparison Infographic Template.
HC 333 Herzing University Week 2 Coordination and Benefits of Medicare Paper
Unit 2 Assignment - Coordination of BenefitsSubmit AssignmentDue Sunday by 11:59pm Points 80 Submitting a text entry box o ...
HC 333 Herzing University Week 2 Coordination and Benefits of Medicare Paper
Unit 2 Assignment - Coordination of BenefitsSubmit AssignmentDue Sunday by 11:59pm Points 80 Submitting a text entry box or a file uploadInstructionsEstimated Time to Complete: 3 hoursUtilize the knowledge gained through the readings and discussion throughout Unit 2 to coordinate the benefits for a patient.Instructions: Sarah went to the emergency room in January with pain in her stomach. She was sent home within 24 hours. In March, she had an appendectomy. Sarah has Medicare A.Review the document, Managed Care Organization Comparison.Select another managed care organization from the table to serve as Sarah’s secondary insurance.Coordinate the benefits for her emergency room visit and procedure between Medicare A (which must serve as the primary insurance plan) and the secondary insurance plan. Include the following information:Rationale for the plan selected as Sarah’s secondary insurance. Include any special considerations that contributed to the selectionSummary of relevant benefits covered under each planLimitations: care needed but not covered by either plan (if applicable)Complete additional research as necessary on the two types of insurance plans. Be sure to cite any resources.RubricCoordination of BenefitsCoordination of BenefitsCriteriaRatingsPtsThis criterion is linked to a Learning OutcomeSecondary insurance and rationale0.0 ptsNon PerformingStudent did not submit the assignment1.0 ptsNon-proficient (1)Student selects an secondary insurance plan that is inappropriate and provides little rationale for selection.4.0 ptsLow Level Proficiency (2)Elements of both Moderate Proficiency and Non-proficient are present7.0 ptsModerate Proficiency (3)Student selects an secondary insurance plan that is acceptable and provides some rationale for selection.8.0 ptsModerately High Proficiency (4)Elements of both High Proficiency and Moderate Proficiency are present10.0 ptsHigh Proficiency (5)Student selects an appropriate secondary insurance plan and provides rationale for selection.10.0 ptsThis criterion is linked to a Learning OutcomeCoordination of benefits0.0 ptsNon PerformingStudent did not submit the assignment10.0 ptsNon-proficient (1)Coordination of benefits for emergency room visit and procedure between Medicare A and secondary plan is not accurate and/or appropriate.19.0 ptsLow Level Proficiency (2)Elements of both Moderate Proficiency and Non-proficient are present28.0 ptsModerate Proficiency (3)Coordination of benefits for emergency room visit and procedure between Medicare A and secondary plan is mostly accurate and appropriate.34.0 ptsModerately High Proficiency (4)Elements of both High Proficiency and Moderate Proficiency are present40.0 ptsHigh Proficiency (5)Coordination of benefits for emergency room visit and procedure between Medicare A and secondary plan is accurate and appropriate.40.0 ptsThis criterion is linked to a Learning OutcomeBenefit description0.0 ptsNon PerformingStudent did not submit the assignment6.0 ptsNon-proficient (1)Benefits for each plan are not accurate and/or not described concisely, limitations of plans are not described and selection of (and reasoning for) primary plan is not sound.12.0 ptsLow Level Proficiency (2)Elements of both Moderate Proficiency and Non-proficient are present18.0 ptsModerate Proficiency (3)Benefits for each plan are mostly accurate and described somewhat concisely, limitations of plans are somewhat described and selection of (and reasoning for) primary plan is mostly sound.22.0 ptsModerately High Proficiency (4)Elements of both High Proficiency and Moderate Proficiency are present25.0 ptsHigh Proficiency (5)Benefits for each plan are accurate and described concisely, limitations of plans are described and selection of (and reasoning for) primary plan is sound.25.0 ptsThis criterion is linked to a Learning OutcomeTechnical Requirements0.0 ptsNon PerformingStudent did not submit the assignment1.0 ptsNon-proficient (1)Spelling and grammar are not accurate (3+ errors), standard American English and professional writing style used (3+ errors). References provided with 3+ errors in formatting.2.0 ptsLow Level Proficiency (2)Elements of both Moderate Proficiency and Non-proficient are present3.0 ptsModerate Proficiency (3)Spelling and grammar are mostly accurate (1-2 errors), standard American English and professional writing style used (1-2 errors). References provided with 1-2 errors in formatting.4.0 ptsModerately High Proficiency (4)Elements of both High Proficiency and Moderate Proficiency are present5.0 ptsHigh Proficiency (5)Spelling and grammar are accurate, standard American English and professional writing style used. References are provided using APA format.5.0 ptsTotal Points: 80.0PreviousNext
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Complete Assignment Below
The technique is important in the optimization of cash in business It involves the estimation of cash requirements through ...
Complete Assignment Below
The technique is important in the optimization of cash in business It involves the estimation of cash requirements through assessment
The Role of Telehealth Nursing in Chronic Disease Management Discussion
Review your problem or issue and the study materials to formulate a PICOT question for your capstone project change propos ...
The Role of Telehealth Nursing in Chronic Disease Management Discussion
Review your problem or issue and the study materials to formulate a PICOT question for your capstone project change proposal. A PICOT question starts with a designated patient population in a particular clinical area and identifies clinical problems or issues that arise from clinical care. The intervention used to address the problem must be a nursing practice intervention. Include a comparison of the nursing intervention to a patient population not currently receiving the nursing intervention, and specify the timeframe needed to implement the change process. Formulate a PICOT question using the PICOT format (provided in the assigned readings) that addresses the clinical nursing problem.The PICOT question will provide a framework for your capstone project change proposal.In a paper of 500-750 words, clearly identify the clinical problem and how it can result in a positive patient outcome.Describe the problem in the PICOT question as it relates to the following:Evidence-based solutionNursing interventionPatient careHealth care agencyNursing practicePrepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.My capstone topic is the role of the nurse in telehealth in the management of chronic diseases.Thanks
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