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HA3010 – Introduction to US Healthcare Delivery

Topic 09 Assignment: Policy Brochure

Imagine that you are the director of patient experience at a large outpatient care facility. Choose one new federal or state policy that affects your patients. Design a brochure for for your waiting room that explains the specifics of this change and how it will affect patients. Since this brochure is for patients, it should be written at about an 8th grade reading level. Be creative and use graphics and formatting to present your information n an appealing way. 

You may use formatting, graphics, and Word templates to design your brochure. Alternatively, you may choose to use an online infographic creation tool such as Piktochart–just ensure that you have a way to upload the file or the link to your brochure to the dropbox.

Formatting Specifics/General Information:

.The brochure must fill both sides of a standard 8” x 11” sheet of paper.

.Set your brochure up in either the portrait or landscape format – either page layout orientation will be able to provide facts on the front and back sides of the paper.

.NOTE: The landscape orientation can be folded into a 3-panel brochure.

.Name your fact sheet or brochure specific to the new federal or state health policy.

.Use correct spelling, grammar and punctuation.

.Use font no smaller than 10 pt.

.You may use a brochure template, provided it can be opened in Microsoft word or as a PDF file.

 Remember that this brochure is for patients! It should be addressed to and written with them in mind.

Assignment Content

1. Consider the following scenario:

   The patient access staff at an internal medicine practice are discussing a significant trend of no-show and canceled appointments. One receptionist stated that she was told by the coordinator to never schedule patients who call for same day appointments unless it is an emergency, such as medication reactions, so patients would value their appointments and discourage them from not showing up or canceling. The coordinator also indicated that the change was approved by the CEO. A receptionist became emotional and stated, “This is not right. We are here to help patients. Your plan does not seem to be working, and I think we should try something else.”

   The coordinator then asked the staff how the patient recall list and the confirmation of appointments were managed. At this point, another receptionist indicated she thought the patient contact software was not working correctly. It was displaying confirmation icons for scheduled patients, but a few patients called to confirm their appointments on their own. She said, “We need to do something about this now and stop talking about it. I reported my suspicion several times to management but nothing was checked. I think patients calling to confirm their appointments is proof that the software does not work correctly.”

   The coordinator continued to ignore the direct statements of the staff. Instead, she suggested she would study the relationship between patient gender, age, payer, and date appointments were set to determine if there were any patterns. “It’s about time you become involved in the solution,” a scheduler said. “Okay,” the coordinator said, “I am trying to solve this dilemma. We will accomplish nothing by complaining.” The first receptionist replied, “We will never solve the problem if you do not process our input.”

   The coordinator smiled politely and nodded in agreement. In addition, everyone agreed that the data she would study could be helpful as a starting point. The coordinator further indicated she would have IT investigate issues with the patient contact software. A few days later, the coordinator met with all of the staff and shared her findings. Her finding revealed there was no relationship between date scheduled and canceled appointments or no-shows. She also indicated that IT found 893 patient portal messages unopened. The messages included requests to reschedule and text replies to cancel.

   The group developed a consensus to follow the original scheduling protocol, which was patients are scheduled on a first call basis and the artificial barrier of two weeks was terminated. The coordinator accepted responsibility for the lack of follow-up on patient messages, but then assigned another scheduler the daily task of checking and responding to messages. The coordinator thanked everyone for their feedback, ideas, and support. She quipped, “Emotions are okay. Passion should be evident in all of us every day.”

   Write a 350- to 700-word paper in which you:

   • Describe the type of conflict illustrated in the scenario.
   • Identify strategies the manager could use to resolve the conflict between the team members to create a supportive climate again.
   • Explain how the defensive climate created by the conflict will affect the workplace relationship between team members.
   • Explain how the manager can measure the performance of the team. How can he or she determine if they are progressing or meeting their objectives?

• Cite your resources and format your paper according in to APA guidelines.

hello, i have an assignment for Human Resources course and it’s due the 17th of October Saturday at 20:00pm. please split it on to two parts as you have in the guild lines and please take from the plagiarism. the first part is approximately 800 words and the second part is 1000 words.

students are required to write an investigative report relating to a specific issue in manufacturing. This can come from personal experience in the industry, a case study, or something found through research. It must be specific to manufacturing and cannot be related to global outsourcing or corporate issues.

Each graduate student will be assigned a manufacturing problem for their research paper according to the proposed course schedule. The graduate student will be responsible for researching that problem and writing a research paper accordingly. Start early and get guidance on APA style

1. Research the assigned issue specific to manufacturing as assigned by the instructor.
2. Describe the issue fully in three distinct areas:
   1. What is the issue and how does it affect manufacturing productivity? This is the topical part of the paper and requires 4-6 pages with 4+ resources.
   2. How is this issue being addressed in manufacturing today? This part of the paper requires 4-6 pages with 4+ resources separate from your topical resources.
   3. If you were the manager with the responsibility for addressing this issue within your manufacturing facility what would you do? This part of the paper is where you would fully explain what actions you would take as a manager to meet the demands created by this issue. 
   4. It requires 6-10 pages with 3+ resource additional resources.
3. Your paper should have 11+ resources and be 14 pages minimum plus your summary, table of contents, abstract and cover page.

In other words, find a problem specific to a manufacturing facility, propose a solution to the problem and provide sufficient evidence that your solution will be successful if implemented.  

The paper will be prepared using the 6th edition of the Publication Manual of the American Psychological Association (APA) and the text must be at least 20 pages long and must include a “summary and conclusions” of at least one page. All topics must be approved by the instructor. Further, investigative reports and book reports are not the same things. 

This paper should conclude with your conclusions on the actions that should be taken rather than the actions that were taken and your paper should provide the documentation to support that conclusion.  The strength of that argument will constitute the bulk of your final grade on the term paper.

Your paper should have:

1 – Cover page

2 – Table of contents

3 – Abstract

3 – At least 14 pages of text (APA style assumes double-spaced format)

4 – At least 1 page of summary or conclusion

For other format specifications, please follow the APA style manual. (Please note that points will be deducted for the paper that does not follow the APA format. 

Interview 2 grandparents. Compare what their expectations of grandparenting have been as compared with the reality of the experience.

Present you findings and analysis in a full 2 page typed. Double spaced report.

Read pp. 13–22 of the SHRM report on Retaining Talent (pp. 2–11 of the report).

Consider your current job or one you used to hold. To what extent did you experience the three types of connections that foster “embeddedness” described in the report: links, fit, and sacrifice? How did your experience influence your longevity with the organization?

Include at least one citation and reference in your initial post and respond to at least two of your classmates’ posts.

Will add classmate post as I get them.

Classmate # 1

Classmate # 2

 Throughout the term you have explored an examined numerous topics around management and leadership.  Successful organizations require an environment of support, sustainability, and life-long learning.  As an emerging leader share two lessons learned and how you will implement them within your current role and organization.  

Different employees need different motivation and compensation structures. Many variations in overall compensation plans are often seen across major functional roles within an organization.

Write a page with references in APA format including in-text citation. 

· Compare and contrast compensation design and administration between sales employees, supervisors, managers and executives. How are they distinguished from each other?

· Discuss the differences and similarities between these groups and traditional individual compensation design and administration discussed earlier in the course.

· Research the total compensation for the CEO of a specific company. Discuss whether or not the company performance of that organization supports the executive compensation scheme. Why or why not?

 Topic:

Using the below links, develop a compensation and benefits package that you would like to be offered from 8 different organizations. For each Organization, there should be five slides for their preferred benefits package.   

· https://www.hrjetpack.com/courses/compensation-12/variable-pay/types-of-variable-pay-programs.html 

· https://cdn.ymaws.com/www.shrm-morrisnj.org/resource/resmgr/imported/globalcomp[1].pdf 

· https://www.youtube.com/watch?embed=no&v=2tuWjtc2Ifk 

· https://www.scoro.com/blog/key-performance-indicators-examples/ 

· https://www.dol.gov/agencies/whd/minimum-wage/state 

PowerPoint presentations requirement: 

· 40 slides of PowerPoint presentation not including the cover slide and the reference slide.

· Every slide needs to include 100 words in the Notes section. You must use at least 8 references.

· You need to use in-text citations.

· In-text citation and your reference (on your reference slide) must be in APA format. 

Instructions: Create a handbook for a new Human Resource (HR) Specialist employee. She or he will be place within the customer service, recruitment and staffing (CSRS) division within the Federal Government. Please create 6 pages of instructions and guidelines on what to except their first few weeks within their new role.

The handbook will be a guide as to how and what to expect as an HR Specialist. This document will be a reference to-go-to when their co-workers are unavailable to assist them.