Collect the knowledge you gathered in this course and prepare a 10+ slide PowerPoint presentation as if you were presenting to your workgroup. Make sure you touch on a topic from each week and describe what things you would like to immediately implement. Your presentation should be APA formatted if outside research is cited and free from grammatical errors.

Gather your research from at least 2 sources, other than your textbook. Cite your sources using APA guidelines. All submitted work should be free of grammatical errors.

Running head: TECHNOLOGY

TECHNOLOGY 3

Company Analysis

Keri King

Module: 1

1/12/2020

The role of managers and technology

Managers in many organizations are in charge of planning both short-term and long-term plans. Other important roles of a manager are monitoring the productivity in the organization as a whole as well as supervising the employees. Managers and technology cannot operate independently. It is the managers who make decisions on the best time to adopt a given technology.

The role played by managers and technology brings about the concept of management technology. Management technology involves the use of a variety of software and hardware solutions which, when incorporated into an organization; they make the performance of a manager to be more efficient. In precise terms, technology enables the achievement of management functions. The roles of a manager and technology can be explained as below;

Communication- It is one of the essential functions of management that leads all the other functions. If a company has to achieve good output, then the flow of communication in that organization should be efficient. Communication technology plays a vital role in enhancing the flow of communication across various departments in an organization.

Planning- Planning is a function of management that allows for data collection and analysis. This data is used to make future forecasts and also guide in decision making. Technology is widely employed in all the stages of data collection and analysis. It could be hard for managers to easily gain insights and understand large volumes of data without using data analysis software.

Monitoring- Managers of organizations need to be updated on the progress of various projects in an organization. In addition, they are required to supervise the employees and maintain their records. Software technologies enhance quality control in many organizations. This enables easy monitoring.

Control – in the entire process of monitoring and evaluation, control is essential. Managers are part of what happens in an organization every day. They follow up with each activity to ensure success. In the process, managers detect areas that need more attention through the monitoring and evaluation process. Managers use technology that is focused on control to generate solutions to the problems as a result increases the levels of productivity.

Ways to improve healthcare outcomes and reduce cost through new technology

In the efforts of improving the health care outcomes, it is imperative to consider the behavior of the consumers of health care. In the modern-day, health experts know the complicated health issues in the world.

Healthy behaviors result to good and improved healthcare. On the other hand, unhealthy behaviors lead to a decline in the levels of health. In consideration of ways to improve healthcare and how we can lower the costs of technology in healthcare, we can look into a small cycle. A significant number of people in the world are smokers today. The use of tobacco products is widely associated with several diseases, such as lung cancer.(Hallsworth et al, 2016) When a person consuming tobacco gets cancer, then the government has to invest in cancer control by buying cancer equipment.

Another disease that is widely associated with behavior is diabetes. People with behaviors of having a high intake of sugar and foods with high sugar levels are prone to diabetes. The emergence of diabetes means that the government would have to spend money on technologies that will help to control the disease with expanded spending on medicine. In the efforts to improve healthcare outcomes, people need to be well-educated behaviors which are unhealthy and threats that they face. There should be continuous public awareness of the health and unhealthy behaviors amongst the public. Also, the adoption of health care policies can help to improve health care outcomes. In the modern-day, governments continue to enact laws that serve to achieve improved healthcare. An example of such a policy is the introduction of precautions associated with smoking tobacco or even alcohol consumption. The brands are well-typed the implications of health implications use.

Deficiencies in the clinical use of technology

In the world today, due to the increase in a number of diseases, it has become necessary to keep healthcare technology on the rise. New healthcare technologies are emerging with the emergence of unique health conditions. Deep investment in research, in addition to innovation, leads to the development of new healthcare technology. However, the rates at which health technology is transferred from one country to another takes some time. The deficiency of healthcare technology has detrimental effects on the healthcare of individuals. (Alexander & Madsen 2017). Several people fall victim to the deficiency in technology in the clinics today. The clinics are accessible by many people despite the fact that they have fewer resources in terms of technology as compared to the large hospitals which have advanced technologies. Inadequate finances to acquire health technologies if a significant hindrance that prevents many clinical centers from falling short of the essential technology.

Technology and medical errors

With the recent growth of technology in the health sector, the use of technology in healthcare has got its dangers. Just like much other technology, technology in healthcare can result to medical errors. Healthcare electronic records of various patients can crisscross, which can result to wrong diagnosis or administration of drugs that do not suit a certain parent.

Some technologies also give the wrong diagnosis for the first time. When the tests are not repeated and confirmed to be accurate. Healthcare technology can result to misdiagnosis. Consumers of healthcare services will end up getting the wrong treatments. (Senders 2018) The introduction of new technology requires experts to interact with technology. When people using technology do not have full expertise, then the use of that technology is a threat by itself. Physicians using a healthcare technology need to keep close contact with the vendors to enhance safety in the use of that specific technology.

Concentration on profit margins

Over the last few years, physicians have raised concerns over the profit margins in their healthcare facilities. The most probable cause of declining profits is, amongst other factors, the spending on healthcare technology and clinical innovation. The healthcare facilities would rather result in other means of expanding their income flow, such as venturing into different new ways of offering healthcare services. There is a rising need for healthcare experts to think of ways of improving profits through venturing into activities that help to raise more profits to cover the increasing costs of healthcare.

Healthcare systems can enhance their profits by merging. The interaction of the skills and talent will improve new levels of service delivery. There will also be an expanded geographical area. Such mergers will imply the merging of their technologies, which would result in a one strong health care point with improved profit margins.

The hospital can use a variety of methods to increase the flow of income into the healthcare centers. Even though the overemphasize of profit margins can reduce the efficiency of the entire health care system. Healthcare centers seeking ways to increase their profits should do so without affecting the quality of services they deliver to the customers.

References

Hallsworth, M., Snijders, V., Burd, H., Prestt, J., Judah, G., Huf, S., & Halpern, D. (2016). Applying behavioral insights: Simple ways to improve health outcomes. World Innovation Summit for Health.

Alexander, G. L., & Madsen, R. W. (2017). A Report of Information Technology and Health Deficiencies in US Nursing Homes. Journal of patient safety.

Senders, J. W. (2018). Medical devices, medical errors, and medical accidents. In Human error in medicine (pp. 159-177). CRC Press.

Moghaddasi, H. (2019). The role of World Health Organization and Information Technology in improving patient safety through reducing medical errors. Arch Community Med Public Health, 5(2), 049-051.

Running head: PERFROMANCE BONUS POLICY 1

PERFROMANCE BONUS POLICY 5

Mayo Clinic’s Performance Bonus Policy

Keri King

1/29/2020

Mayo Clinic’s Performance Bonus Policy

Mayo Clinic Bonus Policy

Policy No. 017/23/’20

Effective Date: 31-03-2020

Next Review Date: 31-12-2020

Policy Approver: Chief Executive Officer

Name of the Policy: Comprehensive Performance Bonus Policy

Brief and Purpose

The policy provides a detailed explanation of the approach that Mayo Clinic will employ to award performance bonuses for the stimulation of patient-centered activities and outcomes. The organization will acknowledge exemplary performance by individual employees and the attainment of the goals set. In the context, emphasis will be on the ability and extent of compliance with standard medical guidelines. Moreover, leadership contends that motivated workers will certainly exhibit commitment to assigned tasks and set goals in the future. The policy specifies the approach of determining individual workmen to receive rewards based on compliance results. Furthermore, it provides a formula for calculating the bonus amounts to extend as rewards.

Scope

The policy applies to both part-time and full-time health workers as well as those with contracts. In the context, both temporary employees and interns will be excluded, while the modification of the policy is the discretion of the Mayo Clinic Board, which may undertake such modifications at any time without informing any person.

The value-based reimbursement model will pay for performance and will reward employees who stick to set guidelines within their respective departments. The outcome therein will be exemplary customer services, contentedness, and minimal or no cases of complaints for errors.

Policy Elements

Mayo Clinic will undertake to comply with physicians, clinicians, and nurses whose dedication contributes to superior client experiences. The reward system will comprise the following:

· Lump-sum bonus

· Month-end bonus

· Incentives

Lump-sum bonus

The healthcare firm may award one-time bonus awards to employees who exhibit exemplary performance, which is demonstrated by various events. One such event would be exceeding set goals, while the other one would be offering additional roles, other than the ones assigned in the job description. Above all, a healthcare worker who serves as an example in complying with the code of conduct and ethical standards may qualify for the aforementioned bonus.

The awarding process will be executed by the human resource department, whereby it will make recommendations subject to the approval of the executive officer, and in liaison with departmental heads (Cai et al., 2018). The bonus will not exceed 20% of the employee’s salary.

Quarter-end

The executive team will have the power to determine the bonuses of all healthcare workers at the end of each quarter. The general conditions for extending the bonus include the company’s attainment of compliance commendations and approval by the board of management. In the context, individual healthcare work persons must be working with the firm at the date of granting the bonuses, and must not have announced intentions to resign.

Non-Cash Incentives

The human resource department considers an alternative means to award its employees other than the use of cash. This award method will be particular at the end of the year when the department of finance will be preparing its annual report. However, only those workers who will have met their set compliance targets will qualify for the award. Unlike the quarterly bonus that will be dependent on the collective effort to hit company target, the latter will affect individuals. At the beginning of the next month, there will be a committee of evaluators within every department who will be processing and documenting the necessary information on a monthly basis. The team will then submit their reports to the auditor for analysis. The incentives will include a tour to the place of their choice, position elevation by their supervisors, refurbishing, and installation of new software to improve their work efficiency.

Department and Function

The policy applies to three departments of the facility, which include the clinical, physicians, and nursing sections. The evaluation will be based on the extent of compliance with the guidelines of each of the sections and the general medical care standards (Werner et al., 2018).

Summary of the Policy Structure

The policy is divided into subsections that describe the terms of the bonus. The first sub-heading describes the purpose of the introduction of the policy, including the motivation therein, while the second one outlines the qualifications for such bonuses as well as the ones who do not. The third sub-heading outlines the policy elements in the form of the actual bonuses to be extended, the conditions for such, and appropriate approval. Individual elements include the lump sum, quarterly, and non-cash incentives.

References

Cai, M., Wang, W., Cui, Y., & Stanley, H. E. (2018). Multiplex network analysis of employee performance and employee social relationships. Physica A: Statistical Mechanics and its Applications, 490, 1-12.

Werner, R. M., Kolstad, J. T., Stuart, E. A., & Polsky, D. (2011). The effect of pay-for-performance in hospitals: lessons for quality improvement. Health Affairs, 30(4), 690-698.

Running Head – SUPPLY CHAIN MANAGEMENT

1

MODULE 03 WRITTEN ASSIGNMENT – SUPPLY CHAIN MANAGEMENT
2

Module 03 Written Assignment

– Supply Chain Management

Keri King

1/26/2020

Introduction

The supply chain forms a key element of logistics in every company and also enables the smooth operation of a company’s business. Therefore, a company has to execute supply chain management effectively to guarantee the satisfaction of the clients and the success of the company. Supply Chain Management makes things streamlined right from placing an order to delivery and finally stocking (Agarwal, 2020). In fact, an efficient stock taking and Supply Chain Management will be able to analyze the interruptions and issues sufficiently before an organization run out of crucial equipment which can paralyze its operations. Therefore, a company that needs to succeed manageability over a huge task must remain insightful to use enough resources towards store network administration executive.

Importance of sufficient stock control in business

Stock taking and control is critical to a company that cares about its capital or its clients (Bozarth & Handfield, 2019). The main suppose of proper stock control is to ensure the organization is having enough stock to run all its operations and meet the needs and expectations of its clients. Moreover, effective stock control also ensures there is no too much that the company’s capital is held. Therefore, stock control is the first process that ensures a company keeps precise and accurate stock records at a certain period (Bozarth & Handfield, 2019). Nonetheless, a company must ensure the stock records are regularly updated any time new purchases are made and when stock control goes on. A company will not be able to place an order for new inventories unless these steps are undertaken properly. Failure to that will make the company perform poorly in meeting the needs and expectations of its customers as well as wasting lots of resources on a bulky inventory.

Furthermore, a good number of businesses nowadays like capitalizing on the benefits of automated inventory optimization technologies that enable them to record accurate information about the company’s orders and stockings (Bozarth & Handfield, 2019). The importance of automated inventory optimization technologies is that they ensure the client’s expectations and demands are met without having lots of stockings. The companies that use automated inventory optimization technologies often have working capital of between 20% and 40% while they cut stock-outs almost in half.

Placing timely orders

Well, look at it as a chain of supplies in a business whether a healthcare business or any other business. The supply chain ensures that the right product/service is delivered in the right quantity and quality at the right place at the right time. Even if it is not the case then the Supply chain ensures that the relevant information is available for the right stakeholders. Timely placement of an order may have a big impact on your business (Wang, Rodrigues & Demir, 2019). To have a competitive advantage, there is need to save time and money as a result, the entity requires software, which automates operational processes, provide transparency and accuracy, control inventory, track parcels, etc.

A step by step method of stock control

The order fulfillment process and stock control entail all the processes, procedures and stages from the time of receiving the order and the point where the order is received by the customer. The following is a step by step method of stock control process looks like this-

· Order is received

· Order is entered into the order management system

· Customer is notified that the order has been received

· Order is sent to the warehouse

· A warehouse operator finds the item, picks it

· The order is packed and ready for shipping

· Order is received and stocked by the client

References

Agarwal, R. (2020). Application of Utility Mining in Supply Chain Management. In Business Management and Communication Perspectives in Industry 4.0 (pp. 209-225). IGI Global.

Bozarth, C. C., & Handfield, R. B. (2019). Operations and Supply Chain Management.

Wang, X., Rodrigues, V. S., & Demir, E. (2019). Managing your supply chain pantry: Food waste mitigation through inventory control. IEEE Engineering Management Review, 47(2), 97-102.

Running head; CREDENTIALING PROVIDERS 1

CREDENTIALING PROVIDERS 4

Executive Summary: Credentialing Providers

Keri King

2/2/2020

Executive Summary: Credentialing Providers

Type of Provider being Credentialed

The provider being credentialed in the context is a physician, medical doctor in particular, for the verification of compliance or non-compliance with the laid-down procedures and practices.

Credentialing Process Steps

In this case, the credentialing procedure is to be carried out in a series of steps, the first of which is the listing of potential applicants. The second step is the collection of up-to-date contact information of potential providers for purposes of contacting them directly in case of need to do so. The information would be vital as it would be necessary to check in with the physician on a regular basis and send out multiple forms to his office. The third step of the process is the provision of specific instructions on the required information to ensure that the medical doctor is furnished with details on the information required for credentialing to enable their execution of the necessary preparations (Lee et al., 2011). The fourth phase is the performance of a thorough background check, whereby staff members go through all the information provided to verify its accuracy and truthfulness. Examples of information that is to be verified in the context include employment history, medical licensure in the state, time gaps in education or career and the like. The fifth episode is the requirement of peer references, the three who must be fellow physicians of the same specialty and should not be related to the provider in question. The next step in the case would involve weeding out poor applications in the interest of saving money to avoid a situation where the credentialing coordinator wastes time on an application that will not get to fruition. The next step is the investigation of malpractice claims and the credentialing should verify all the highlighted red flags by going through closed settlements and suits. The next phase is sending applications to the governing body for review, while the last one is using a checklist to track the nursing practitioners’ progress, and the checklist in the case would have to be checked on a weekly basis. The physician, on his part, should fill in the needed information on the provided form and submit it.

Educational Background Needed

The educational and professional requirement for the credentialing the medical doctor is graduation from a medical or professional school and verification of completion of at least one-year postgraduate training.

Whether the Provider has an NPI Number

The provider in the context has a type I National Provider Identifier (NPI) number.

The State that the provider will work in

The provider will practice physician and specialist services in Texas.

Whether there is a Standard Application

In this case, a standard application is in place and assumes both verbal and written forms. The application evaluates, among other factors, the applicants’ readiness to provide continuous patient care, applicant’s knowledge of hospital bylaws and the code of conduct, readiness to allow credentialed workers to access patient medical records, worker’s readiness to submit to a mental or physical exam, and the need for additional requirements (McFarland et al., 2018).

The Need for an Onsite Visit

In the context, an onsite visit would be necessary for the verification of the information provided and would help in the uncovering of possible red flags. Some red flags would be evidence of poor program evaluations more than once, sudden relinquishment of medical staff membership, and an unusually high number of professional liability actions (Faulx et al., 2017). Moreover, the visitors would study practice patterns such as attendance patients, personnel population, and hours of operation to ascertain compliance or lack of it thereof.

Specialists that may be Credentialed

Various medical specialists may be credentialed and examples would be Advanced Practice Registered Nurses, audiologists, chiropractors, clinical psychologists, licensed behavior analysts, licensed dieticians, and midwives. Others may include occupational therapists, optometrists, physical therapists, speech therapists, and marriage and family therapists.

The Facilities that are Credentialed

It is a requirement that all healthcare organizations be credentialed prior to commencement of operations. Furthermore, healthcare institutions should regularly review the credentialing process for purposes of updating recommendations.

References

Faulx, A. L., Lightdale, J. R., Acosta, R. D., Agrawal, D., Bruining, D. H., Chandrasekhara, V., … & Kothari, S. (2017). Guidelines for privileging, credentialing, and proctoring to perform GI endoscopy. Gastrointestinal endoscopy, 85(2), 273-281.

Lee, J. Y., Mucksavage, P., Sundaram, C. P., & McDougall, E. M. (2011). Best practices for robotic surgery training and credentialing. The Journal of Urology, 185(4), 1191-1197.

McFarland, M. S., Groppi, J., Ourth, H., Moore, T., Jorgenson, T., Torrise, V., & Morreale, A. (2018). Establishing a standardized clinical pharmacy practice model within the Veterans Health Administration: Evolution of the credentialing and professional practice evaluation process. Journal of the American College of Clinical Pharmacy, 1(2), 113-118.

Running head: ERISA AND EEOC 1

ERISA AND EEOC 6

Comparing and Contrasting ERISA and EEOC

Keri King

Module 5

Comparing and Contrasting ERISA and EEOC

Employee Retirement Income Security Act (ERISA) protects Americans’ retirement assets through the implementation of procedures that qualified plans must adhere to. In the context, the intention is ensuring that fiduciaries do not misuse plan assets. Moreover, it formulates minimum standards for participation, vesting, benefit accrual, and funding of retirement plans. In this case, participants in the retirement plan are entitled to sue either for benefits or breaches of fiduciary duty.

The Equal Employment Opportunity Commission, on the other hand, enforces federal laws regarding discrimination or harassment of job applicants or other employees in the United States of America. In the context, it investigates discrimination charges that are leveled against employers, companies being subject to the law if they have at least 15 employees. Unlike ERISA, EEOC highlights acceptable practices that employers should engage in as well as those that should be shunned. As an illustration, it provides that an employer should not publish a job advertisement that exhibits some preference for a group of people based on sex, color, age, and the like.

Although some similarities exist between ERISA and EEOC, it is worth noting that the functionality and provisions therein involve a great deal of differences. In my view, the appropriate methodology for the presentation of the differences would be the discussion of individual provisions of both ERISA and EEOC.

ERISA cover involves a myriad of benefits, one of which is medical, surgical, or hospital care. Under it, a participant who is admitted to medical facilities either for basic medical care or comprehensive check-up enjoys ERISA cover. The other benefit is that of sickness, accident, disability, or death. The implication in the case is that a participant who is admitted to the hospital enjoys full medical cover. Moreover, a beneficiary who suffers an accident and sustains an injury of whichever magnitude would receive some benefits to enable them to push on with a decent life. In case of death, however, the participant’s beneficiaries receive compensation for the avoidance of interruption of their lives due to the loss of the breadwinner. The cover also entails unemployment benefits for the extension of a stipend on a regular basis during the period of loss of employment (Anderson, 2015). In this case, the stipend may be extended on a monthly basis to enable the participant to cater to the needs of his family members. The cover also entails vacation benefits, whereby the participants who are on leave continue to enjoy the compensation benefits they would have if they were working. The benefits therein encourage participants to proceed on vacation, where they gain the opportunity to refresh and plan for future endeavors. Notably, the cover also involves apprenticeship and training programs for the delivery of basic employability skills, the knowledge offered therein being aligned to the current job market needs. Therein, the participant may elect to receive the skills or have a beneficiary acquire them. The cover also entails daycare center facility expenses for the participants to have a safe and affordable place to leave their children as they embark on day-to-day activities. The benefit relieves the participant from the burden of hiring a house help to take care of the child whenever the participant or close family members are away. Scholarship funds are the other benefit that accrues to participants as a result of enrolling with ERISA, whereby the beneficiaries enjoy the opportunity to study courses of choice in higher learning institutions for employability prospects and general career growth. The drafters of the cover also recognized that participants may find themselves in situations of legal proceedings, in which case ERISA offers prepaid legal services (Koenig et al., 2015). The outcome would be the avoidance of losses and pitfalls associated with litigations. The two programs may, however, be considered essential in the workplace for employee contentedness and satisfaction and the application of both would be necessary.

The Equal Employment Opportunity Commission’s (EEOC) non-discriminative policies and guidelines apply to all staffing processes namely recruitment, application, and hiring, job referrals, assignments, benefits, and discipline. Other than the enforcement of fairness in staffing, the commission advocates for inclusion in the provision of a reasonable accommodation to an applicant with a disability. In this case, accommodations may include a ramp and interpreters for the deaf (O’Neill, 2018). Other than disability, the organization places the emphasis on the accommodation of employees’ religious beliefs and practices. In the case, the only relief would be the likelihood that accommodating the varied religious beliefs may cause difficulty or unwarranted expense of the employer. As previously mentioned, the harassment of employees on any grounds is considered illegal, the illegality extending to the harassment of individuals on account of complaining of discrimination. It, therefore, follows that an employee may participate in discrimination lawsuits against the employer organization and should not be harassed whatsoever for the undertaking.

In general, ERISA outlines the benefits that participants should receive in the workplace to meet their physical and psychological needs, while EEOC focuses on equality and non-discrimination of employees for the avoidance of psychological torture associated with discrimination.

Some similarities, however, exist between ERISA and EEOC, one of them being the insistence on training and apprenticeship programs to participants or beneficiaries for increased earning opportunities. The two benefits also involve the aspect of employee remuneration although EEOC places emphasis on equality in the administration of compensation benefits. Moreover, the discussions above suggest that both ERISA and EEOC advocate the achievement of an enabling working environment for increased commitment among workers, the later focusing on the realization of equality as a way of caring for the psychological needs of employees.

References

Anderson, A. J. (2015). Leveling the Playing Field among the NFL, Clubs, and Players-by Amending the Employee Retirement Income Security Act. Marq. Sports L. Rev., 26, 199.

Koenig, G., Fichtner, J. J., & Gale, W. G. (2018). Supplemental Transition Accounts for Retirement: A Proposal to Increase Retirement Income Security and Reform Social Security. Public Policy & Aging Report, 28(suppl_1), S22-S34.

O’Neill, J. L. J. (2018). US Equal Employment Opportunity Commission v. Alorica, Inc.