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HUM 111 Class Notes UOP

HUM 111 Class Notes UOP

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DQ 1 What are some of the most important distinctions you should make and avoid overlooking when making critical evaluation? Compare how you could apply those distinctions when reading, listening, or viewing critically. By making a critical assessment is necessary to distinguish between the person a ...
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Identify a problem or concern in your state, community, or organization that has the capacity to be advocated through legislation.

Stratford University Healthcare Facilities Discussion

Interview two people they can be your family, friends and/or co-workers to identify what type of health care facility (hos ...

Stratford University Healthcare Facilities Discussion

Interview two people they can be your family, friends and/or co-workers to identify what type of health care facility (hospital, walk-in clinic) or specialty (physical therapy, OB/GYN) they have used in the last 3 years. Then, ask them, what if that facility was not there? What might have happened? You may have to ask additional questions. You can also research to add depth to your discussion, the impact of health facilities matter to patients.

MVCC Employee Satisfaction Improvement Plan

Objectives Identify components of employee satisfaction requiring improvement based on parameters outlined by a healthc ...

MVCC Employee Satisfaction Improvement Plan

Objectives Identify components of employee satisfaction requiring improvement based on parameters outlined by a healthcare organization Outline action steps for improving employee satisfaction that incorporates strategic planning and change management initiatives Identify the collaboration, negotiation, and conflict management skills required to deploy the performance improvement plans Instructions Review the following case study and create an action plan for improving employee job satisfaction scores within a HIM department. Scenario Mary Beth is the director of HIM at a large acute-care healthcare organization. Every three years the healthcare organization undertakes a hospital-wide employee survey in which information is collected from employees regarding job satisfaction and other components. The 2015 employee survey assessed the following components: Alignment of employee goals with healthcare organization’s mission and vision—including questions reflecting employee awareness of the organization’s mission and vision and how it impacts individual jobs within the organization Employee job satisfaction—Assessment of the employee’s satisfaction with job tasks, peer group relationships, and employee-manager relationships in regard to overall job performance Work-life balance—Evaluation of the employee’s perception of the balance between work and home life Communication within the healthcare organization—evaluated communication at the organizational level, departmental level, and work area level The survey was deployed by an outside consulting agency that has experience with creating reliable and valid healthcare employee surveys. The management team from the healthcare organization was required to attend an initial training session regarding the goals of the survey and the managers were provided nonbiased ways to encourage their employees to complete the surveys. The surveys were web-based and employees received links within their email to complete the surveys. Employees (both management and nonmanagement) were allowed to complete the survey during work hours. The survey was deployed in a systematic manner. The questions within the survey were broken down into the four categories outlined previously and the options for each answer were scored on a five-point scale. The scale options were: 5 = Extremely satisfied, 4 = Satisfied, 3 = Neutral, 2 = Dissatisfied, 1 = Extremely dissatisfied. Weekly, each department head received a report on the percentage of departmental employees that completed the survey but individual names and responses from the employees were anonymous. Results of the 2015 survey were calculated by the consulting company and standard reports were provided to all directors and managers within the healthcare organization. Mary Beth received the 2015 employee satisfaction survey results on January 5, 2016. The HIM department results are provided in figure 4.6. The organization’s human resources department and the survey consultant met with all department directors to discuss the results of the survey and what the next steps were for the healthcare organization. Each department is required to complete an action plan for improving the five components that fall below a score of 3.5.

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High Employee Turnover

Founded in 1982 and with its headquarter based in North Carolina, The Fresh Market is an America chain of gourmet supermar ...

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Founded in 1982 and with its headquarter based in North Carolina, The Fresh Market is an America chain of gourmet supermarkets. The supermarket ...

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This memo contains a detailed laboratory report prepared to demonstrate the mechanical properties of aluminum, brass, and ...

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Identify a problem or concern in your state, community, or organization that has the capacity to be advocated through legislation.

Stratford University Healthcare Facilities Discussion

Interview two people they can be your family, friends and/or co-workers to identify what type of health care facility (hos ...

Stratford University Healthcare Facilities Discussion

Interview two people they can be your family, friends and/or co-workers to identify what type of health care facility (hospital, walk-in clinic) or specialty (physical therapy, OB/GYN) they have used in the last 3 years. Then, ask them, what if that facility was not there? What might have happened? You may have to ask additional questions. You can also research to add depth to your discussion, the impact of health facilities matter to patients.

MVCC Employee Satisfaction Improvement Plan

Objectives Identify components of employee satisfaction requiring improvement based on parameters outlined by a healthc ...

MVCC Employee Satisfaction Improvement Plan

Objectives Identify components of employee satisfaction requiring improvement based on parameters outlined by a healthcare organization Outline action steps for improving employee satisfaction that incorporates strategic planning and change management initiatives Identify the collaboration, negotiation, and conflict management skills required to deploy the performance improvement plans Instructions Review the following case study and create an action plan for improving employee job satisfaction scores within a HIM department. Scenario Mary Beth is the director of HIM at a large acute-care healthcare organization. Every three years the healthcare organization undertakes a hospital-wide employee survey in which information is collected from employees regarding job satisfaction and other components. The 2015 employee survey assessed the following components: Alignment of employee goals with healthcare organization’s mission and vision—including questions reflecting employee awareness of the organization’s mission and vision and how it impacts individual jobs within the organization Employee job satisfaction—Assessment of the employee’s satisfaction with job tasks, peer group relationships, and employee-manager relationships in regard to overall job performance Work-life balance—Evaluation of the employee’s perception of the balance between work and home life Communication within the healthcare organization—evaluated communication at the organizational level, departmental level, and work area level The survey was deployed by an outside consulting agency that has experience with creating reliable and valid healthcare employee surveys. The management team from the healthcare organization was required to attend an initial training session regarding the goals of the survey and the managers were provided nonbiased ways to encourage their employees to complete the surveys. The surveys were web-based and employees received links within their email to complete the surveys. Employees (both management and nonmanagement) were allowed to complete the survey during work hours. The survey was deployed in a systematic manner. The questions within the survey were broken down into the four categories outlined previously and the options for each answer were scored on a five-point scale. The scale options were: 5 = Extremely satisfied, 4 = Satisfied, 3 = Neutral, 2 = Dissatisfied, 1 = Extremely dissatisfied. Weekly, each department head received a report on the percentage of departmental employees that completed the survey but individual names and responses from the employees were anonymous. Results of the 2015 survey were calculated by the consulting company and standard reports were provided to all directors and managers within the healthcare organization. Mary Beth received the 2015 employee satisfaction survey results on January 5, 2016. The HIM department results are provided in figure 4.6. The organization’s human resources department and the survey consultant met with all department directors to discuss the results of the survey and what the next steps were for the healthcare organization. Each department is required to complete an action plan for improving the five components that fall below a score of 3.5.