IMPROVING PRODUCTIVITY IN HEALTH CARE INSTITUTIONS.   Term Paper ID:30618 Click to get this paper

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Paper Abstract: Discusses problems faced by administrators in various health care settings. Need to improve productivity while reduicng costs and providing high quality services. Issues of capitated payment plans and managed care. How health care service institutions can employ specific motivational strategies to enhance productivity. Motivational theory; human behaviors and expectations. Paper Introduction: Improving Productivity in a Health Care Environment In an era of capitated payment plans and managed care, health care administrators in a number of settings ranging from hospitals and clinics to physicians’ offices and nursing homes are being challenged by the necessity of simultaneously improving productivity, reducing costs, and enhancing the delivery of high quality services to patients and other stakeholders (Saphir, 1999). Efficiency is a key variable in the debate over how such care providers must respond to tighter controls on fee reimbursement and related issues. This brief report will examine how health care service institutions can employ specific types of motivational strategies to enhance productivity. First, however, some commentary on motivational theory is needed to identify how performance and productivity Text of the Paper: The entire text of the paper is shown below. However, the text is somewhat scrambled. We want to give you as much information as we possibly can about our papers and essays, but we cannot give them away for free. In the text below you will find that while disordered, many of the phrases are essentially intact. From this text you will be able to get a solid sense of the writing style, the concepts addressed, and the sources used in the research paper. offices and nursing homes are such care providers must respond to tighter identify how performance and productivityimportance of these theories of what motivatesworkers to productivity improvements fall determinants of effort and rewards response isseen as determined by his or a strong case that motivation is based fourth level Maslow identified esteem needs as amotivating behavior can be met through motivationalstrategies These analysis development and implementation ofrealistic productivity analysis according to Fogel should more detailed analysis of units bedeveloped Neil Baum described a that their accomplishmentsare many and that they are treated as jobsand make patients' experiences positive A system motivational theorists have concluded that the to create a programthat gives employees sufficient recognition for a job well Texas and reported by Gemignani Results and the identification of performancedeficits along with training as needed each week However similar standards cannot beapplied to nurses rewardsand recognition systems and career advancement opportunities care settings Welsh takes the position that for most people with recognition anopportunity for achievement for new opportunities or are responding to unsatisfactory jobconditions performance improvements while seekingunderstanding of issuing officialreprimands to employees who is a multifaceted set of are clearlypart of this motivational effort but the personal goals of the healthcare worker to the mission P A Achieving superior productivity HealthcareFinancial Management Frings C York Harper Brothers Perry K in Organizations Homewood IL Richard managed care health careadministrators in high quality services to patients and otherstakeholders Saphir Efficiency motivationalstrategies to enhance productivity First the workplace Management theorists including H J Reitz as a function of abilities andtraits role perceptions and from others andincluding pay praise promotion and other benefits are seen as facilitating aworkers' willingness to increase productivity and satisfy physiological needs followed bysafety needs and then by social according to Maslow but most workers can be seen health care In the health caresetting Fogel has suggested that is all but impossible to decide move to an assessment of units of service perfunctional is complete changes in employeeactivities and or behaviors Zapp is another name for encouraging employees that encouragesand rewards everyone to continually look for respect torecognition and praise when they develop field however Perry reported that most physicians do not pay goals Instead it is better to motivatemedical staff MEDSTAT Group and the American unscheduled absences turnover and workers' compensation arethose that physicians inparticular are improving ofpatients with which they will deal In order to While many theorists believe that actually be de-motivational Providing fair medical workforce Frings contends that most work in buildingpositive personal relationships among employees and providingopportunities for also important Frings claims that the more competent people feel effective to use appraisal sessions and reward systems to to take ownership over processes practices employees According workers ownership of their own jobs the health care field References Baum N Zapp Best practices that boost productivity Business How does your productivity measure up increase productivity McKnight's Long-Term Care News Improving Productivity in a Health Care Environment In being challenged by thenecessity of simultaneously controls on feereimbursement and related issues This brief report will are linked to human behaviors and expectations A great within one of two categories can be either intrinsic i e received her immediate environment prior reinforcementhistory and time Specific rewards among inlarge measure on five hierarchal categories of needs At the followed by self-actualization or the need theories of what motivates individuals to heightenedproductivity or improved performance productivity standards In other words performance improvementsare of necessity an begin with an examination of each department's ofwork per hour per staff member motivational system called Zapp developed by a physician to energize meaningful and responsibleindividuals A staff is of measurement for allactivities must be developed and performance primary means ofmotivating employees to productivity improvements control over the criteria that done The best practices that boost productivity in of the study show that organizations to redress those deficits are highlyrecommended and other hospital or institutionally employed healthcare are goodmotivators that can help money is not a primary motivatorand that giving autonomy and good leadership are Productivity can be enhanced by providing skill staff problems or concerns reassures workers that they arevalued as are frequently late and show decreasedproductivity often generates more strategiesrather than any single strategy Frings should not be the sole strategy of the organization A full range of incentivestherefore S Effectively motivating employees and acceptingstudent interns Whether to pay productivity bonuses to D Irwin Saphir A Study questions a number of settings ranging from hospitals and clinicsto physicians' is a key variable in the debateover how however some commentary onmotivational theory is needed to have pointed out that many effort The value of rewards is one of themajor In the behavioralmodel of motivation as Reitz notes an individual's improve performance Abraham Maslow made needs for association with and acceptanceby others At the ashaving fourth level esteem needs which productivity improvements must bepursued only after the what constitutes a true improvement inperformance or productivity A department and then to a designed to enhance productivity can to feel thatthey have ownership and control of their jobs better ways to do their an innovative strategy forreducing costs or improving service Many practice membersproductivity bonuses This is because it is difficult with competitive salaries and benefit packages and frequentpraise and or Productivityand Quality Center of Houston best practicing productivity management Constant communicationregarding performance standards productivity by working more hours per week andseeing more patients motivate these workers improved working conditions professional development activities monetary rewards are most likely toencourage productivity improvements in health pay and fringe benefits combined job changes occur when people aresearching career advancement Treating employees and their inputwith respect can motivate the more theywill contribute to the organization Docking pay or createincentives for improvement In essence motivating employees and outcomes Competitive pay and benefit packages andtheir own outcomes more intimately links employees for practice satisfaction productivity American Medical News Fogel Health Maslow A Motivation and Personality New Medical Economics Reitz H J Behavior an era of capitated payment plans and improving productivity reducing costs andenhancing the delivery of examine howhealth care service institutions can employ specific types of deal has been written about motivation and motivationalstrategies in The expectancy model positions performance directly from work or extrinsic i e coming which praise monetarybenefits and recognition figure largely lowest level individuals are motivated to to fulfillone's potential Relatively few individuals move toward self-actualization have been explored in a number ofdisparate occupational settings including artifact of strategic planning lacking such planning it performanceover several years it should etc Fogel suggests that once athoroughgoing analysis of this type employees and to achieve productivityimprovements zapped by developing a system measured against outcomeexpectations Employees are rewarded both monetarily and with is the provision ofmonetary rewards Reitz In the medical affectwhether they can meet their health careservices were identified by the that effectively deal withgroup health best practices In the managed care arena Preston suggests workers These workers have little control over the volume to achieve superior performance and productivity people too much money can seen byWelsh as the best formula for motivating a developmentprograms cultivating an environment that people want to individuals Building workers' self-esteem is negative than positive results It ismore In the health caresetting workers must be empowered usedto improve performance Intangible rewards and recognition systems confervalidity upon appear to be the best practices in Medical Laboratory Observer Gemignani J staff Medical Economics Preston S H home efficiency Modern Healthcare October Welsh J Pay increases don't offices and nursing homes are such care providers must respond to tighter identify how performance and productivityimportance of these theories of what motivatesworkers to productivity improvements fall determinants of effort and rewards response isseen as determined by his or a strong case that motivation is based fourth level Maslow identified esteem needs as amotivating behavior can be met through motivationalstrategies These analysis development and implementation ofrealistic productivity analysis according to Fogel should more detailed analysis of units bedeveloped Neil Baum described a that their accomplishmentsare many and that they are treated as jobsand make patients' experiences positive A system motivational theorists have concluded that the to create a programthat gives employees sufficient recognition for a job well Texas and reported by Gemignani Results and the identification of performancedeficits along with training as needed each week However similar standards cannot beapplied to nurses rewardsand recognition systems and career advancement opportunities care settings Welsh takes the position that for most people with recognition anopportunity for achievement for new opportunities or are responding to unsatisfactory jobconditions performance improvements while seekingunderstanding of issuing officialreprimands to employees who is a multifaceted set of are clearlypart of this motivational effort but the personal goals of the healthcare worker to the mission P A Achieving superior productivity HealthcareFinancial Management Frings C York Harper Brothers Perry K in Organizations Homewood IL Richard managed care health careadministrators in high quality services to patients and otherstakeholders Saphir Efficiency motivationalstrategies to enhance productivity First the workplace Management theorists including H J Reitz as a function of abilities andtraits role perceptions and from others andincluding pay praise promotion and other benefits are seen as facilitating aworkers' willingness to increase productivity and satisfy physiological needs followed bysafety needs and then by social according to Maslow but most workers can be seen health care In the health caresetting Fogel has suggested that is all but impossible to decide move to an assessment of units of service perfunctional is complete changes in employeeactivities and or behaviors Zapp is another name for encouraging employees that encouragesand rewards everyone to continually look for respect torecognition and praise when they develop field however Perry reported that most physicians do not pay goals Instead it is better to motivatemedical staff MEDSTAT Group and the American unscheduled absences turnover and workers' compensation arethose that physicians inparticular are improving ofpatients with which they will deal In order to While many theorists believe that actually be de-motivational Providing fair medical workforce Frings contends that most work in buildingpositive personal relationships among employees and providingopportunities for also important Frings claims that the more competent people feel effective to use appraisal sessions and reward systems to to take ownership over processes practices employees According workers ownership of their own jobs the health care field References Baum N Zapp Best practices that boost productivity Business How does your productivity measure up increase productivity McKnight's Long-Term Care News If this paper is not what you are looking for, you can search again: Search for: or Click here to request an essay written just for you.

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