HEALTH CARE ISSUES AND HEALTH CARE MANAGEMENT

Health Care issues and Health Care management

Health Care issues and Health Care management

Q1

On-the-job training is delivered to employees while they perform their regular jobs. In this way, they do not lose time while they are learning. After a plan is developed for what should be taught, employees should be informed of the details. A timetable should be established with periodic evaluations to inform employees about their progress. On-the-job techniques include orientations, job instruction training, apprenticeships, internships and assistantships, job rotation and coaching.

Off-the-job techniques include lectures, special study, films, television conferences or discussions, case studies, role playing, simulation, programmed instruction and laboratory training. Most of these techniques can be used by small businesses although, some may be too costly.

Q2

Pros

Simplify the classification system

Provide agencies with greater flexibility to meet changing workforce needs

Reduce the number of job classes, grade levels, & titles

Allow for position specific recruitment

Cons

Fails to improve the career management process in organizations.

Salary ranges-control growth for an individual until they acquire new skills for advancement.

Maintain the perception of pay equity-can be more difficult

Limits promotional opportunities to a higher salary range since there are fewer salary ranges.

Q3

“We are living in an era of rapid change. For organizations to flourish, let alone survive in the future, their perspective must be global.” (Harris and Moran, 1996). “One of the most common factors contributing to failure in international business assignments is the erroneous assumption that if a person is successful in the home environment, he or she will be equally successful in applying technical expertise in a different culture.” (Ferraro, 1994) However, the success of international business depends on the ability of businesspeople to understand the culture of the country they are operating in, be sensitive to it and act appropriately. Thus, they would be able to deal with people from the other culture and to know what their priorities are, in order to be able to motivate them. Further, intercultural business communication is not only important for international business. Nowadays, rapid development and technological changes are making diversity inevitable. People from different cultures, backgrounds, and ethnicity are working together not only in the same company but in the same office. Thus, to succeed, business people must be able to communicate interculturally both at home and abroad. Moreover, it is essential to learn the cultures of other countries especially those who are strong politically and economically.

Q4

The costs of RN vacancies and turnover are found in the expense of recruiting new nurses, hiring agency or traveling nurses to fill vacancies, engaging in excessive overtime, or suffering the operational costs created by a shortage of qualified nurses. The American Organization of Nurse Executives reports that measures of the direct costs incurred by RN turnover vary widely. It concludes that a conservative estimate" is that it costs hospitals $10,000 in direct recruitment costs each time a RN position turns over. On average, a facility with 400 RNs must be prepared to recruit and train up to 80 new RNs per year, representing ...