Archive for year: 2023

• • • ASSIGNMENT

       

      INTRODUCTION

      Imagine you are a filing clerk at a local hospital. You work in several different areas of the hospital, including some physician’s offices.

      Your work assignment this week will take you to four different offices on the hospital campus. Your job is to manually file in a large number of paper-based patient charts.

      As you are reviewing your work assignment and specifics, you realize that each of the four areas you are assigned file their patient charts in a different manner. The physician’s office files alphabetically by patient last name. The other hospital departments each use a different type of numeric filing: straight numeric, middle digit, and terminal digit.

      In order to be successful at this work assignment, you decide to practice the different types of filing methods. Complete this practice exercise to increase your comfort and confidence in the different filing methods.

      Instructions

      Paper-based health records are typically stored in a filing system (cabinet, shelving unit) for easy access and retrieval.  Health records are filed either alphabetically or numerically according to a numbering sequence. Electronic health records are also assigned an ID number and stored electronically.

• Download the “Filing Assignment document”;
• For each column, rearrange put the numbers in order for each type of numeric filing system (straight numeric, middle digit and terminal digit) AND arrange the names in alphabetical filing system according to the sample provided.

   

   

  Name:  ____________________

Numeric and Alphabetical Filing Assignment

Directions:  Arrange the below numbers in straight numeric order. After you have completed the straight numeric order filing, do the same for terminal-digit, middle-digit, and alphabetical.  The answers to the first one have been inserted as an example as the how each section should be written.

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Better life healthcare

Providing (Health) Care to Better Your Life

EXECUTIVE SUMMARY

Topic

The topic I showed was long-term healthcare management and provision of services for aging and disabled population.

About Better Life

Better Life Healthcare, LLP (“Better Life”) is a Arizona-based for-profit corporation based in Phoenix, Arizona. Better Life’s singular focus is to provide healthcare solutions for critically-ill and injured individuals. Accredited as a Nursing Care Center from The Joint Commission, one of the most prestigious classification in the healthcare industry, Better Life is recognized as a top-notch healthcare organization. With operations throughout the state, Better Life concentrates its efforts on offering its patients with the kind of care they would expect to receive at home.

Mission Statement

Better Life takes care of people, people who otherwise would be care-less. We focus on patients who have long-term debilitating injuries and ailments, nursing them back to health and preparing them for the next phase in life.

Services

Better Life provides hospice care, physical and mental therapy, pain management and out-patient surgical procedures for its patients. Better Life also has an orthodontist on-staff full-time, as well as health and wellness professionals like masseuses and acupuncturists. Better Life currently has an inventory of over 1,000 beds in 8 locations, an average of 125 beds per location.

Market

There are multiple Better Life facilities located in the Greater Phoenix and Greater Tucson areas. Last year we decided to open up a location in Flagstaff in order to service surrounding areas like Sedona, Williams and Prescott. There is a Better Life facility within a 90-minute drive for over 90% of the state’s population.

Revenue

One of our primary objectives is to provide quality care over financial performance. That is not to say that profitability isn’t important. Over the years, Better Life has discovered by offering a high-quality of product across the board (bed, furnishings and most importantly, care), it can charge a premium for its services.

This past year Better Life saw tremendous growth. Our revenue per facility exceeded $10 million, with expenses hovering under $5 million. Our per-bed revenue past $80,000 for the first time, an increase of 15% from the previous year. Profitability companywide increased 10%, allowing Better Life to increase its annual contribution to its Capital Improvement Plan (CIP) fund by $1 million.

Risks

As the population ages, the demands for care increases, leading to a decrease in the labor pool. A decrease in the labor pool fester intense competition for human capital, resulting in an uptick in wages and the resultant perks. Better Life is facing that level of competition, as everyone from multi-billion dollar Health Maintenance Organizations (HMOs) and corporations to the advent of the home-healthcare industry; is entering the marketplace looking to not only get a share, but to dominate.

In addition, due to the nature of what Better Life does and the economics behind it, it has been a struggle for us to diversify our business model. Based on the market research we have conducted, people of color generally do not accept the rationale behind a hospice, a trauma-care center, or a facility promoting long-term stay. Convincing a growing populace Better Life is a viable and healthy option to what is currently offered in the marketplace is one of its major priorities.

Use of Proceeds

Due to the overwhelming demand for our services, and the tremendous price pressures placed on how we provide said services, Better Life seek to raise $15 million to aid in its expansion efforts. These funds will be earmarked for the construction of 2 new facilities, the expansion of 2 more, the renovation of 4 aged properties; as well as operational expenses.

Outlook

Due to Better Life’s reputation and performance, there is no shortage of people interested in utilizing our services. All our facilities are filled to capacity, resulting in a waiting list over 1,500. As a result of this incredible demand, Better Life decided to invoke on a $20 million Capital Improvement Plan. The CIP includes the aforementioned construction, expansion and renovation of properties. Following the project, Better Life will have more than doubled its bed inventory to 2,100.

Resources

Resources I would use for my capstone project would be site from:

– New England Journal of Medicine

– American Medical Association

– United States Census Bureau

– Bureau of Labor Statistics

– National Center for Assisting Living

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Write an essay detailing a selected individual’s leadership style and approaches in relationship to his or her communication, using and applying various leadership methods and theories.

By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria.

• Competency 1: Analyze business communication situations.
  • Analyze a leader’s methods of influence.
• Competency 2: Analyze the interrelationships of communication within organizational systems.
  • Apply theories related to leadership styles to describe a leader’s communication.
  • Analyze a leader’s communication from a situational leadership perspective.
  • Describe a leader’s use of power bases in relationship to a leader’s communication.
• Competency 3: Communicate effectively.
  • Write clearly to convey the intended content and follow APA rules for attributing sources

This assessment focuses on the ever evolving topics of organizational leadership and effective communication competencies:

• Who are the truly influential leaders in our organizations and personal lives?
• How do we each individually define leadership and how did we come to our current level of understanding?

SHOW LESS

Modern thought holds that true leadership versus management occurs when followers willingly choose to follow their leader out of a belief in their ability to manifest a well communicated mission, goal or outcome. Hamel and Prahalad (1996) write, “The role of leader as forecaster is to articulate a future so full of exciting possibilities that no one will be able to rest until it is achieved” (p. 186). According to Farren and Kaye (1996), “Leaders are bridges that connect people to the future. They include others’ visions in their own, building alliances and partnerships based on shared aspirations” (p. 187). True leadership results in shared realities and a sense of trust!

In addition, it has been suggested that potential followers engage in both conscious and unconscious evaluations of a potential leader, but they will only follow and strive to perform at their full potential if they believe this leader to be credible. To help support this theory, Bornstein and Smith (1996) have identified what they consider to be the Six Cs of Leadership Credibility:

1. Conviction: The passion and commitment the person demonstrates toward his or her vision.
2. Character: Consistent demonstration of integrity, honesty, respect, and trust.
3. Care: Demonstration of concern for the personal and professional well-being of others.
4. Courage: Willingness to stand up for one’s beliefs, challenge others, admit mistakes, and change one’s behavior when necessary.
5. Composure: Consistent display of appropriate emotional reactions, particularly in tough or crisis situations.
6. Competence: Proficiency in hard skills, such as technical, functional, and content expertise skills, and soft skills, such as interpersonal, communication, team, and organizational skills (pp. 283–284).

We all act as both leaders and followers within our families, at work, and in our social lives. Take some time reflect upon our own beliefs and competencies in regard to leadership and communication.

References

Hesselbein, F., Goldmith, M., & Beckhard, R. (Eds.). (1996). The leader of the future: New visions, strategies, and practice for the next era. New York, NY: Jossey-Bass.

Farren, C., & Kaye, B. L. (1996). New skills for new leadership roles. In F. Hesselbein, M. Goldsmith, & R. Beckhard (Eds.), The leader of the future: New visions, strategies, and practice for the next era (pp. 175-188). New York, NY: Jossey-Bass.

Hamel, G., & Prahalad, C. K. (1996). In F. Hesselbein, M. Goldsmith, & R. Beckhard (Eds.), The leader of the future: New visions, strategies, and practice for the next era (p. 186). New York, NY: Jossey-Bass.

Bornstein, S. M., & Smith, A. F. (1996). In F. Hesselbein, M. Goldsmith, & R. Beckhard (Eds.), The leader of the future: new visions, strategies, and practice for the next era (pp. 281–292). New York, NY: Jossey-Bass.

Suggested Resources

The following optional resources are provided to support you in completing the assessment or to provide a helpful context. For additional resources, refer to the Research Resources and Supplemental Resources in the left navigation menu of your courseroom.

Library Resources

The following e-books or articles from the Capella University Library are linked directly in this course:

• Scott, J. T. (2005). Concise handbook of management: A practitioner’s approach. Birmingham, NY: Hayworth Press.
  • Chapter 5, “Management Competencies and Styles,” addresses Charles Handy’s six methods of influence.
• Ephrpos, P. H., & Vassil, T. V. (2005). Groups that work: Structure and process. New York, NY: Columbia University Press.
  • Chapter 7 addresses Goleman’s six leadership styles.
• Mitchell, S. (2005). A concise guide to program management: Fundamental concepts and issues. West Lafayette, IN: Purdue University Press.
  • Chapter 9 addresses the Blake and Mouton Managerial Grid.
• Aswathappa, K. (2010). Organisational behaviour. Mumbai, India: Himalaya Publishing House.
  • Pages 401–413 of this e-book cover a range of leadership theories.
• Kondalkar, V. G. (2009). Organisation development. Delhi, India: New Age International.
  • Pages 201–202 address French and Raven’s bases of power.
• Mendonca, M., & Kanungo, R. N. (2007). Ethical leadership. Buckingham, GBR: Open University Press.
  • Pages 33–34 address ways leaders influence others.

SHOW LESS

Course Library Guide

A Capella University library guide has been created specifically for your use in this course. You are encouraged to refer to the resources in the BUS-FP3050 – Fundamentals of Organizational Communication Library Guide to help direct your research.

Internet Resources

Access the following resources by clicking the links provided. Please note that URLs change frequently. Permissions for the following links have been either granted or deemed appropriate for educational use at the time of course publication.

• MindTools. (2013). The Blake Mouton managerial grid. Retrieved from http://www.mindtools.com/pages/article/newLDR_73.htm
• MindTools. (2013). The Hersey Blanchard situational leadership theory. Retrieved from http://www.mindtools.com/pages/article/newLDR_44.htm
• Manage Train Learn. (2013). Tannenbaum and Schmidt’s continuum. Retrieved from http://www.managetrainlearn.com/page/tannenbaum-and-schmidt

Bookstore Resources

The resources listed below are relevant to the topics and assessments in this course and are not required. Unless noted otherwise, these materials are available for purchase from the Capella University Bookstore. When searching the bookstore, be sure to look for the Course ID with the specific –FP (FlexPath) course designation.

• Shockley-Zalabak, P. S. (2015). Fundamentals of organizational communication: Knowledge, sensitivity, skills, values (9th ed.). Upper Saddle River, NJ: Pearson.

Throughout your career, you could undoubtedly benefit from analyzing the communication style and approaches of other leaders and managers you consider effective and successful. This assessment provides an opportunity and framework to do that in the context of effective leader communication.

Complete the following:

• Choose an individual who you know personally and consider to be an effective leader. This person may be someone you have worked for or with or have been in contact with through organizations in the community.
• Research the various leadership theories and methods referenced in the assessment instructions below using the Capella library and other sources. The suggested materials in the Resources for this assessment is a good place to start.
• Write an essay detailing the selected individual’s leadership style and approaches in relationship to his or her communication through the following:
  • Use Charles Handy’s six methods of influence to analyze how the leader influences others and pose potential methods that might improve communication effectiveness.
  • Apply different theories related to leadership styles to describe the leader’s communication and specify which might be most effective in explaining the communication.
    • Describe which of Goleman’s six leadership styles best fits the leader.
    • Identify the leader’s position on the Tannenbaum-Schmidt leadership continuum.
    • Analyze the leader’s place in the Blake and Mouton Managerial Grid.
  • Analyze the leader’s communication using Hersey and Blanchard’s situational leadership theory and potential changes using situational leadership that could improve communication.
  • Using French and Raven’s description of five leadership power types, explain how the leader communicates and potential shifts in the use of power bases that could improve communication.

Additional Requirements

Your essay should be well organized and written in clear, succinct language. Follow APA rules for attributing sources that support your analysis and conclusions.

Academic Integrity and APA Formatting

As a reminder related to using APA rules to ensure academic honesty:

1. When using a direct quote (using exact or nearly exact wording), you must enclose the quoted wording in quotation marks, immediately followed by an in-text citation. The source must then be listed in your references page.
2. When paraphrasing (using your own words to describe a non-original idea), the paraphrased idea must be immediately followed by an in-text citation and the source must be listed in your references page

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1) Select one aspect of your own culture from the list provided for Part I. Be sure to review the relevant sections of the textbook for each topic. Once you’ve made your selection, please delete all other options.

Race

Education

Communication

Gender

Childrearing

Courtship and Marriage

Rites of passage

Religion

Politics

Economics

Week Three Assignment Worksheet

Page 2 of 2

2) Select a source to use for Part I of the paper. You will be using your textbook and the article by Miner for this section as well, but for this assignment, include the source you found on your own. Review the tutorial on Evaluating sources and enter the reference in the space below.

Reference entry in APA format:

3) Select one article from the list for Part II. Once you’ve made your selection, please delete all other options.

Atran, S. (2003). Genesis of suicide terrorism. Science, 299(5612), 1534-1539. Retrieved from the EBSCOhost database.

Becker. A. E. (2004). Television, disordered eating, and young women in Fiji: Negotiating body image and identity during rapid social change. Culture, Medicine & Psychiatry, 28(4), 533-559. Retrieved from the EBSCOhost database.

Grey, S. (2008). Historical roots, contemporary relevance: Explaining the persistence of polygyny in Sub- Saharan Africa. Undercurrent Journal, 5(3), 6-19. Retrieved from the EBSCOhost database.

Hoodfar, H. (1993). The veil in their minds and on our heads: The persistence of colonial images

of Muslim women. Resources for Feminist Researchers, 22, 5-18. Retrieved from http://www.umass.edu/wost/syllabi/spring06/hoodfar.pdf

Murphy, F. (2011). Archives of sorrow: An exploration of Australia’s stolen generations and their journey into the past. History and Anthropology, 22(4), 481-495. Retrieved from the EBSCOhost database.

Tsuji, Y. (2011). Rites of passage to death and afterlife in Japan. Generations, 35(3), 28-33. Retrieved from the EBSCOhost database

4) Summarize each of your sources.

Summary of your source for Part I (include one to two paragraphs). Enter the summary in the space below.

Summary of your source for Part II (include one to two paragraphs). Enter the summary in the space below.

5) Write a working thesis statement based on your sources. See this example .

Working Thesis Statement:

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Application Case Salary Inequities at AstraZeneca

More than 50 years after passage of the Equal Pay Act, women in America still earn about 80 cents for every dollar earned by a man. That adds up to a loss for the average female worker of about $380,000 over a lifetime.

Recently, the U.S. Department of Labor’s Office of Federal Contract Compliance Programs (OFCCP) entered into an agreement with AstraZeneca, a large international pharmaceuticals firm, for the company to pay some of its female sales associates a total of $250,000. 137 AstraZeneca had a contract valued at over $2 billion with the U.S. Department of Veterans Affairs to provide drugs to hospitals around the country. That made it subject to Executive Order 11246, which aims to ensure that employees of U.S. contractors and subcontractors with federal contracts pay their employees fairly without regard to sex, race, color, religion, and national origin.

After conducting a compliance review, the OFCCP concluded that AstraZeneca violated Executive Order 11246 by failing to ensure certain women employees were paid fairly. According to the OFCCP lawsuit, an AstraZeneca Business Center had routinely paid some of its female “primary care” and “specialty care” level III pharmaceutical sales specialists an average of $1,700 less than men with the same positions. Because of the company’s pay secrecy policies, many of the women didn’t know they were being paid less. In addition to the financial settlement, AstraZeneca and OFCCP will review records of the firm’s female employees in 14 states. If they find additional statistical evidence of wage discrimination, the company must remedy it.

Questions

AstraZeneca has brought you in as a compensation consultant. Here are the questions they would like you to answer for them:

1. 11-13. Although the case with OFCCP is closed, we wonder if there are any less discriminatory explanations possible for why our women sales reps on average earned less than men. If so, what are they?

2. 11-14. Our own company now uses a point method to evaluate jobs for pay purposes, and each resulting job class also has a rate range associated with it. Sales associates are now paid a salary that is not based on incentive pay. List three specific things we can do to ensure that a similar problem (inequitable pay based on gender) does not arise again, assuming they continue using the point plan.

3. 11-15. What sort of compensation plan would you recommend for us, and why?

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