The Problem Of The Healthcare Crisis Essay - 934 Words

There is a sad sort of irony these days when using the phrase healthcare. Is the focus truly on the health or care of the patients any longer, or on the potential earnings of insurance companies and other stockholders? Since the introduction of the third-party payor concept decades ago, the industry has set the stage for insurance company management of healthcare. This paradigm has ensured that the costs of care remain high while the quality has diminished. What (or Who) is Behind the Current Crisis? Singling out one specific cause of the healthcare crisis is like trying to name one thing that’s wrong with boy bands – there are simply far too many things to point to. If we had to list some of the reasons consumers and providers alike are finding it difficult to navigate the current landscape, we would include things like reimbursements being fixed at lowering rates, overhead expenses increasing for physicians, a constant influx of insurance and government mandates, more paperwork and bureaucracy in medicine in general, malpractice litigation, understaffing of hospitals and private practices, complex policies leading to lack of interoperability, and diminished patient and doctor engagement. There is also the fact that the industry has become increasingly fragmented. Consider that nearly 50% of healthcare spending in this country is publicly funded by federal, state, and county level governments through various entitlement programs such as Medicare, Medicaid, and theShow MoreRelatedHealthcare Systems And The Healthcare System1554 Words   |  7 PagesThe predominant healthcare system problems in America should be conceptualized from the perspectives of the healthcare organization administrators inclusive of the people with business skills as well as healthcare providers. The issue of crisis in healthcare organizations is highly complex, and the researcher is mainly focused on unearthing the use of public relations in addressing the complex health crisis events in the United States’ current healthcare system and to offer recommendations for theRead More Africas Health Care Crisis Essay1529 Words   |  7 Pagessuffering from preventable, treatable, and fatal dise ases everyday at a higher rate compared to developed countries. The healthcare crisis in Africa is the primary cause of all these deaths, and includes inefficient healthcare systems. Consequently, Africans inefficient healthcare systems results in poor delivery of care and a shortage of health professionals. The healthcare crisis in Africa is a current issue impacting the lives of many Africans who dont have the same access to resources as developedRead MoreThe Keynes Solution By Paul Davidson Essay1678 Words   |  7 Pagesshow the real reason of the global economic financial crisis that has led to widespread impact to the economic policy. The author of this book discuss and emphasize to his reader what are the impact and how they can get out into this crisis and he also showed how this Keynes Solution theories help with this crisis. The author of this book, Paul Davidson discussed the possible problems that may arrived and what are the result of this economic crisis, which lead to increase of unemployment and inflationRead MoreThe Blood Stained Flag1676 Words   |  7 PagesWhen a global superpower believes that a basic human right should be correlated with the amount of money a person makes, there is something very wrong. The United States, one of the wealthiest countries in the world, has one of the lowest ranked healthcare systems among its peer countries as measured by life expectancy and infant mortality (Weitz, 186). The history of health care in this country is convoluted, just as the policies that enforce it today are. It is crucial to understand both the historyRead MoreEveryone has the Right to Have Health insurance in the US Essay1313 Words   |  6 Pagesyears old and if she has routine check ups, her survival rate will be higher. Rachel did not have a health insurance and because of this, she postponed necessary care and avoided preventive care. Even though she gets basic treatments from Public Healthcare Center it is not enough for this ch ronic disease. Her family is helpless; if her husband took insurance coverage from workplace there would be little money left for their daily expenses after paying for insurance premiums. Her husband is now planningRead MoreThe Lewis Blackman Case Case Study1401 Words   |  6 PagesThe Lewis Blackman case is an unfortunate case of failure to be ready to deal with unexpected problems, failure to recognize the problem, and failure to respond to the crisis at hand. Clinical warning signs and symptoms were clearly present and even recognized by the healthcare team however, they failed to recognize the significance of the data and correlate it to impending crisis which lead to failure to rescue. There was a presence of understanding the data but a lack of cognitive ability toRead MoreLeadership Competencies Of The United States Healthcare Industry797 Words   |  4 Pagesin the United States healthcare industry, leaders were not hired with formal training already under their belts, but were thrust into management. This under sight has now started to change because of the new health care laws. The healthcare field has realized that employee turnover was high, and costs were out of control. A main cause of such problems were discovered to be due to a lack of proper guidance and leadership. Healthcare leadership has many challenges â€Å"healthcare executives are expectedRead MoreImportance of a Crisis Management Communication Plan1071 Words   |  4 Pagesï » ¿The response to any emergency is considered to be very critical and therefore should be as efficient as possible. In the healthcare sector, responses to situations are counted by the seconds. From natural disasters to epidemics, the only chance left to respond to any of this occurrence could only be counted in seconds. That means life is either saved or lost in a matter of seconds. Putting in place certain responses to these unexpected occurrences, such as crises management communication plan, helpRead MoreThe Medicare Funding Crisis : Congressman Hughes1359 Words   |  6 PagesThe Medicare Funding Crisis Congressman Hughes, You have been invited to participate in a panel discussion to address the Medicare Funding crisis. The panel has asked you to respond to a proposal to enroll participants in HMO’s to reduce Medicare expenditures. I have taken the liberty to prepare the following responses for the panel discussion. Eddie Acosta, Chief of Staff Introduction Ladies and Gentleman, many of you are concerned of losing your medical entitlement and if something is notRead MoreThe Cost Of Health Care Essay1325 Words   |  6 PagesThe Cost of Healthcare Introduction â€Å"The biggest problem with health care is not with insurance or politics. It is that we are measuring the wrong things the wrong way† (Kaplan Porter, 2011, p. 46). Total healthcare expenditures and expenditures as a percentage of GDP have been considerably higher in the U.S. Hospital care, physician and clinical services, and drug prescription expenditures have been the principal components contributing to growth in healthcare expenditures in the U.S. compared

Romeo and Juliet Persuasive Free Essays

Who Truly is to Blame? Choosing between telling the truth and keeping a secret are both hard decisions to make. In the play, Romeo and Juliet, these decisions can make or break a situation. The play is all about secrets kept and truths to be told, which end up causing the death of the star-crossed lovers. We will write a custom essay sample on Romeo and Juliet Persuasive or any similar topic only for you Order Now The story between the two lovers is that their affection for one another is a secret to each opposing houses. Was the secret worth keeping? As some characters helped disguise the love, others couldn’t keep it a secret. Romeo and Juliet were betrayed by a close friend who made plans that ended up fraudulent to both Romeo amp; Juliet, when the real job was to keep the love alive. Friar Lawrence is the definite reason for the deaths of the ill-fated lovers. Friar Lawrence was a helpful attribute to the secreted love affair. As he married Romeo amp; Juliet, he passionately supported their decision. â€Å"You shall not stay alone, till holy church incorporate two in one†(841). Friar gave true evidence to him supporting the marriage. If Friar had not thought he could keep the marriage a secret, why would he have performed the ceremony? If Friar had not supported the secret and prevented the love from occurring, the deaths of the paramours could have been prohibited. Friar Lawrence performing the ceremony just goes to show he did not put in mind what could happen to the safety of Romeo amp; Juliet. Friar Lawrence seemed to have a plan for Romeo to return back to his love. â€Å"Ascend to her chamber, hence and comfort her. But look thou shalt live till we can find a time to blaze you marriage, reconcile your friends, beg pardon of the prince, and call thee back with twenty hundred thousand times more joy than thou went’st forth in lamination†(863). Briefly, Friar showed his full plan for presenting Romeo amp; Juliet’s marriage to both the Capulet and Montague houses. In general, Friar should have either never agreed to the marriage or should have kept it a secret from everyone to prevent Romeo’s sudden banishment and Juliet’s heartbreak. Friar’s plan did not help as went planned, it damaged the situation. Therefore, Friar Lawrence contributed another reason why he is responsible for the death of Romeo amp; Juliet. Numerous people believe that Friar Lawrence was at the helm for the quietus of Romeo amp; Juliet, while others have a difference of opinion. People have confidence that Lord Capulet is to charge for the deaths. Capulet allegedly forced marriage upon Juliet causing her dejection. Also, Lord Capulet did not support Juliet’s decision to not marry Paris, being that he would disown his own pride and joy if she had chosen not to wed. Capulet’s dynamic ways made abounding people believe that he was the clue behind the deaths. However, Juliet’s father did attempt to postpone the exchange of vows to County Paris until he assumed Juliet was matured and prepared for the burden of marriage. As stated, â€Å"My child is yet a stranger in the world, she hath not seen change for fourteen years; Let two more summers wither in their pride, ere we may think her ripe to be a bride†(769). For that matter, Capulet only tried to be a virtuous father and do what was best for his daughter, but easily letting pressure and royalty run his decisions. On the other hand, Friar Lawrence was secretive and unfaithful as a priest and close friend. Friar tried to repair every problem which in the end made nobody happy. Both the Montagues and Capulets have lost their beloveds from a far past feud. Was it all worth losing? Friar was censurable for the loss of Romeo amp; Juliet. To summarize, Friar Lawrence was 100% at fault for the deaths of Romeo amp; Juliet. Between his poorly thought out plans, the pain he caused Verona, and how untruthful he was as a priest, he, in fact, let down Romeo amp; Juliet. He may have wanted the best for everyone and to make all happy, but he caused more problems than solutions. Consequently, all of the facts I have stated are tantamount to why Friar Lawrence is to blame for the unfortunate events. How to cite Romeo and Juliet Persuasive, Essays

Employee Discipline free essay sample

The disciplinary procedure should follow four rules: * The employee must know the nature of the problem. * The employee must know what he or she must do to fix the problem. * The employee must have a reasonable period of time in which to fix the problem. * The employee must understand the consequences of inaction. Employers must create a discipline policy that will not limit their right to enforce appropriate disciplinary measures. The law requires employers to match the discipline to the seriousness of the offense. The challenge for employers is how to reconcile being consistent in the application of discipline, but still take into consideration the specific facts which tend to make each disciplinary incident unique. Evaluate these 4 criteria when determining the most effective level of disciplinary action: 1. The severity of the offense. 2. The employee’s past performance record. 3. The employee’s length of service with the organization. 4. The organization’s past practice when dealing with this situation. Progressive Discipline Progressive Discipline is defined as a series of disciplinary actions or teps that are progressively more severe leading to improvement of performance or termination from employment. It is usually a set of circumstances or warnings – three strikes and you’re out. The primary purpose of progressive discipline is to assist your employees to understand that: * An opportunity exists for improvement or, * A severe performance problem may exist Companies should consider using the progressive discipline system. The progressive discipline system normally begins with the recruitment process and continues through orientation, training, performance evaluations and daily supervision. A progressive discipline system consists of the following: * A verbal warning * A written warning * Suspension * Termination Misconceptions about progressive discipline! There are many misconceptions concerning progressive discipline. Many employees feel they are entitled to disciplinary measures prior to being terminated. In most cases where at-will employment is the rule, progressive discipline is not a RIGHT; but an opportunity, offered by the employer, to correct performance on the job. It is not a RIGHT unless promised in an employee handbook, collective bargaining agreement or a public, municipal employer. â€Å"At-Will† is the law â€Å"At-will† is the law in every U. S. State (excluding Montana). Employment is at-will unless the employer has taken some type of action to introduce a different policy in the workplace of for a particular employee. An employment relationship for no specific duration may generally be terminated at any time, for any reason or for no reason at all, at the will of either the employer or the employee. The phrase at-will is just another way of saying at the will of either party. In other words, at-will employment means, the job will last as long as both parties wish it to continue and it will end when either party wants it to end. Accordingly, under at-will employment, the employee is not guaranteed a job for any specific period of time. The employment contract between the employer and the employee (any agreement regarding the job, pay, benefits, duties, etc. ) can end at any time. Simply put, the employer may terminate the employee at any time, and the employee may quit at any time. When employees are at-will employees, an employer does not need a reason to justify termination. These employees may be fired for any reason or for no reason. However, employees cannot be fired for an illegal reason, such as unlawful discrimination, refusing a supervisors sexual advances. While to following may differ from state, the below activities may be applicable: * Disclosure or refusal to disclose wages * Voluntary participation in alcohol or drug rehabilitation programs * Refusal to authorize disclosure of medical history or records * Jury duty Political activity * Military service * Volunteer firefighting * Refusal to patronize employer * Refusal to commit illegal activity * Absenteeism caused by attendance at childs school regarding a suspension * Absenteeism for a childs school or daycare activities * Domestic violence victim taking time off to obtain a restraining order, receive care or counseling, or to relocate * Refusal to disclose arrest records that do not lead to co nvictions * Refusal to take polygraph test * Enrollment in adult literacy program * Refusal to participate in abortions Consideration for employment without regard to results of blood tests for AIDS * Serving as election officer on election day * Healthcare workers exercise of statutory duty to report apparent victims of abuse or neglect, without suffering discharge or discipline Some employees are not at-will and are promised some type of job security. If employees have been promised that they will not be fired unless certain conditions are met, the employer must comply with these promises or face a claim for wrongful discharge. Similarly, a discharge may be wrongful when an employer violates an employees procedural rights. For instance, some employers promise employees a formal hearing, a certain number of written warnings, or some other process before they are finally terminated. If an employer fails to carry out these preliminary procedures before firing an employee, the firing may be considered a wrongful discharge. The courts also limit employers rights to terminate employees at-will. There are several instances where employers are not able to terminate an employee at will: * Discharges in violation of public policy. * Discharges that violate the â€Å"good faith and fair dealing† principle. * Discharges that involve breach of contract. Discharges for employee seeking rights under applicable law. * Discharges for cooperation with any investigation. * Discharges for testifying or future testimony in any action brought under appropriate law. Termination under these circumstances is wrongful and often results in a wrongful discharge suit. Each Employee Is Unique Each employee is unique and prog ressive discipline should not be used in a â€Å"cookie cutter† type approach. Progressive discipline should be used in a case-by-case basis, designed to fit each unique situation. Typical steps in a progressive discipline doctrine may include the following: Counseling employees about performance issues and obtaining feedback on the employee’s understanding of the requirements * Verbal warnings or reprimands * Documenting verbal warnings in an effort to improve performance * Provisions for suspensions, etc. After the above offers no resolutions to the problem terminate employment of an individual who refuses to improve. Be fair in all employment practices. Terminate with confidence by preserving the â€Å"at-will† employment status of employees. Termination Terminating an employee can be one of the greatest risks an organization faces. The vast majority of lawsuits filed against organizations are employment related, and the majority of these stem from improper discharge actions. Employment-related litigation is becoming more common, and employees are recovering larger and larger verdicts. Employers should regularly review all of their personnel policies and procedures, as well as employee handbooks and other written personnel documents, to ensure that no promises or statements are being made that could be construed as a binding employment contract. All employers should publish written disclaimers that preserve the employment-at-will relationship. Finally, when terminating employees, an employer should confirm that its action is uniform, consistent and fair. Whenever possible an employee should be given advance warning that particular behavior or continued misconduct could result in termination. Fairness, honesty, and candor with employees are the keys to defending against or successfully avoiding employment-related lawsuits. Conclusion The above is but a brief synopsis of the complex issues and potential risks that might arise when organizations decide to discipline and / or terminate employees. Obtain all the facts, plan before you act and be careful! Strong â€Å"At-Will† policies and careful pre-termination analysis go a long way in reducing the potential for privacy-based employment claims. Philadelphia Insurance Companies has created an alliance with yourHRdepartment (HRD). YourHRdepartment, Incâ„ ¢ provides HR training programs and other materials to all EPL Policyholders to assist the policyholders in reducing their exposure to employment practices liability. This can be accessed through www. losscontrol. com to find out more information. YourHRDepartment. com