Take a position as to whether or not nursing homes should have the authority to restrain a resident. Next, determine who should be held liable if the resident sustains injuries while being restrained. Provide a rationale for your response. Review the video titled “Senator Elizabeth Warren – The Future of Long-Term Care Policy: Continuing the Conversation” (9 min 32 s). Click here to view the video if it is not playing below. Next, describe the fiscal impact of the growth and aging of the population on long-term care services, and take a position as to whether or not the federal government should continue to provide subsidies to offset the cost to families utilizing long-term care services. Provide support for your response.
Deciding to place a loved one into a long-term care facility can be extremely difficult. Even more difficult is the thought of your loved one’s rights being violated while in long-term care. Patient healthcare rights are not as clearly defined as one would expect, and there are long-term care and other healthcare facilities that create their own sets of patient rights. However, there are also certain indisputable rights afforded to patients across the board.
Read the case study titled “A Legal and Ethical Dilemma”, located on pages 463-465 of your text. Next, use the Internet or Strayer Library to research information on a patient’s right to die.
Write a four to six (4-6) page paper in which you:
Describe the legal and ethical dilemma discussed in the case study. Analyze the key ways in which a patient’s right to die relates to this specific case. From your research, specify the potential repercussions for failure to comply with the wishes of a patient who has requested to withhold a life-sustaining procedure. Next, take a position on whether the patient’s right to die or the patient’s right to be protected from harm should take precedence in this case. Provide a rationale for your position. Imagine that you are a part of the ethics committee investigating this case. Determine the main facts pertaining to the issue that the committee should consider. Suggest one (1) step that the facility should take next in order to resolve the dilemma. Provide a rationale for your response. Use at least three (3) quality academic resources. Note: Wikipedia and other similar websites do not qualify as academic resources. Your assignment must follow these formatting requirements:
Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions. Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length. The specific course learning outcomes associated with this assignment are:
Identify the factors that have led to the current realities of long-term care in the United States. Assess the various stakeholder groups of long-term care along with the nature of the relationship(s). Evaluate the impact of litigation on long-term care providers and practices. Use technology and information resources to research issues in long-term care management. Write clearly and concisely about long-term care management using proper writing mechanics. Grading for this assignment will be based on answer quality, logic / organization of the paper, and language and writing skills. Click here to access the rubric for this assignment.
Assignment 1: Discussion—Laws that Drive Policies, Procedures, and Practices
HR laws—federal, state, and local—drive HR policies, procedures, and practices. This assignment will focus on HR laws. The legal environment greatly influences HR practice.
Using the Argosy University online library resources and applicable government Web sites, conduct research in HR laws that drive HR policies, procedures, and practices.
Then, respond to the following:
What are some HR laws that organizations can use to develop and implement policies, procedures, and practices? Name and describe at least three laws that would drive policies, procedures, and practices. By the due date assigned, post your initial response to the Discussion Area below. Continue to get to know your fellow classmates and contribute to our discussion of HR laws.
Through the end of the module, comment on at least two of your peers’ responses.
Write your initial response in 300–500 words. Your response should be thorough and address all components of the discussion question in detail, include citations of all sources, where needed, according to the APA Style, and demonstrate accurate spelling, grammar, and punctuation
Do the following when responding to your peers:
Read your peers’ answers. Provide substantive comments by contributing new, relevant information from course readings, Web sites, or other sources; building on the remarks or questions of others; or sharing practical examples of key concepts from your professional or personal experiences Respond to feedback on your posting and provide feedback to other students on their ideas. Make sure your writing is clear, concise, and organized; demonstrates ethical scholarship in accurate representation and attribution of sources; and displays accurate spelling, grammar, and punctuation. ___________________________________________________________________________________________________–
Assignment 2: Required Assignment 1—Ethical and Legal Issues
HR ethics are important to organizations as they can have legal and moral implications. In this assignment, you will develop a plan to resolve some of the ethical and legal issues involved in a merger. Use the Argosy University online library and textbooks to read about ethical and legal issues.
Consider the following scenario:
As part of the employment contracts, employees have certain rights. For example, employees have the right to not be coerced into situations against their will. They expect to be able to access the information, which affects their job, company, and career. Such work situations can increase stress, lower self-esteem and productivity, cause loss of trust, and decrease efficiency.
Good employees who are looking for a more secure work environment may resign and take valuable tacit knowledge and talent with them. It is the responsibility of HR management to create an ethical work environment before, during, and after the merger.
As a strategic HR Director, you have been asked to identify ethical and legal issues involved in a merger and develop a plan to resolve these issues. Your plan should address the following:
Identify specific legal and ethical issues that should be considered before, during, and after the merger. Develop an implementation plan for managing the potential legal and ethical concerns for the merger. Explain how the proposed plan would help managers establish an ethical work environment. Develop a plan for how to resolve ethical and legal issues. Write a five-to-six-page plan in Word format. Apply APA standards to citation of sources. Use the following file naming convention: LastnameFirstInitial_M3_A2.doc.
A few months after I started at UPS in the rating department, they started an incentive program that would be based on your production and percentage to errors. The way the program went was every month they would review employees production rates and the percentage of errors that occurred in the previous month. They would have informal gatherings to acknowledge and present certificates to employees that had satisfactory productions and minor errors. They then would put each persons name into a drawing for $25.00 that could be spent on UPS merchandise. This was one way that UPS tried to motivate employees to do their best at work. In the accounting department managers would have days set aside where they may cook breakfast for the employees as a way to say thank you. They also would have days where they would grill out to provide lunch as well. Many employees appreciated the idea of their managers cooking them breakfast or providing them lunch.
On there other side of that there were some employees who felt that thought of the meals were not good enough. They wanted incentives in the form of a monetary manner. The sharing of a company’s profits gives incentive to employees to produce a quality product, perform a quality service, or improve the quality of a process within the company. (Cuthie, n.d.) The insurance company that my husband worked for would give out awards quarterly called Star awards. These awards recognized employees that submitted innovative ideas and employees that exemplified extraordinary work ethic and production. The employees where given a certificate and a monetary bonus ranging from $250 to $1000 based on what they brought to the table.
In the instance of the monthly acknowledgment of employees hitting the mark, this was a very effective way to motivate employees. It ushered in a friendly competition that encouraged peers to do there best. The quarterly meals by management went over well because everyone was able to participate in this incentive and no one felt left out. As far as the monetary incentive it was a motivator, but the rewards over the year seemed to come less than when my husband started over three years. Managers who recognize the “small wins” of employees, promote participatory environments, and treat employees with fairness and respect will find their employees to be more highly motivated. (Cuthie, n.d.) When everyone has a chance to be recognized for their production and quality of service ushers in a greater sense of moral and ownership.
Human Resources and management should work together to properly align organizational objectives to individual expectations. Considerations include providing opportunities for rewarding performance, making sure incentives match external and internal markets, and making considerations based on individual needs (Cascio, n.d.). Employees want to feel that they are adequately compensated for their contributions, and some employees are motivated by non-financial rewards. Considering financial and non-financial rewards, I find that some employees prefer public acknowledgement of accomplishments, opportunities to participate in or lead new projects, or more flexibility to be just as satisfying, if not more satisfying, than the financial incentives. Managers must understand what motivates each of their team members and develop plans based on each employee’s individual preference. Regarding financial rewards, one of the compensation strategies that is utilized to motivate employees and improve productivity is profit/gain sharing. In the company I work for, we aim to hit three goals: achieve predetermined cost saving target, health screening target, and patient satisfaction target. The logic behind the cost savings strategy addresses the need for the organization to be considerate of costs and behaviors that contribute to cost increases. This goal motivates employees to think creatively about how they can contribute to the bottom line and work more efficiently. The health screening initiative includes an annual health assessment which also has includes receiving a flu shot. This goal addresses the overall well-being of the work force while impacts insurance expense to the organization while also reducing the number of PTO calls that result as the workforce enters flu season. Patient satisfaction scores motivate all employees, regardless of position, to engage with patients and to work to create an overall optimal experience whether it is translated to the level of care, the cleanliness of room, or the quality of food some patient eats. This compensation strategy motivates employees to participate, especially the goal related to health screening. Not only is compensation linked to this objection, benefits are as well. If employees do not participate in the health screening, their health insurance costs increase by $50 per month. Our organization has met the goal and received the profit/gain sharing incentive consistently throughout the past five years.
MS6510 | Compensation
A person-focused pay program “rewards employees for acquiring job-related, knowledge, skills or competencies rather than for demonstrating successful job performance.” (Martocchio, 2016) These competencies are typically knowledge or skill based. Employees gain rewards based on trainings, growing and developing specific skill set. Person-focused compensation programs provide the basis for such rewards that are tightly coupled with strategic training and development activities.
There are many advantages from personal-focused programs. These advantages include developing an employee. The most important aspect of this program is that employees can develop their skills, both vertical and horizontal or gain a greater depth on knowledge. Person-focused compensation programs offer two competitive advantages “technological innovations and increased global competition.” (Martocchio, 2016) This means that an employee will develop their skills, while making themselves more competitive in the workplace making them a higher candidate versus someone else. “Now more than ever, to sustain competitive advantage, companies must provide their employees with leading-edge skills and encourage employees to apply their skills proficiently. (Martocchio, 2016) ) This type of program allows for job enrichment and job security. Studies have also shown that this type of program “lead to increased employee commitment, enhanced work motivation, and improved employee satisfaction.” (Martocchio, 2016)
Some disadvantages faced with program-focused pay include labor and training costs. “Hourly labor costs often increase because greater skills should translate into higher pay levels for the majority of workers. Because training is an integral component of person-focused pay systems, training costs are generally higher than they are at companies with job-based pay programs.” (Martocchio, 2016) Another disadvantage is that the pay that is offered does not lineup with the employee’s skill set, additionally in order to train employees, companies must pay into these trainings to develop the skills. Not all organizations may have the budgets to.
According to Strategic Compensation: A Human Resource Management Approach, “Person-focused pay plans reward employees for acquiring job-related, knowledge, skills, or competencies rather than for demonstrating successful job performance. Person-focused pay rewards employees for the promise of performance in the future; merit pay and incentive pay reward employees for promise fulfilled (job performance). This approach to compensating employees often refers to three basic types of person-focused pay programs: pay-for-knowledge, skill-based pay, and competency-based pay” (Martocchio, 2016). Person-focused approach treat compensation as a reward for acquiring and implementing job knowledge and skills. This type of approach is beneficial for the technological age due to jobs requiring new skills and technology making some skills obsolete. Person-focused approach is an advantage for employers due to that it gives their employees the leading edge skills to be globally competitive. Person focused approach is also an advantage to employees because it encourages growth, rewards them on their potential to make positive contributions, and offers job enrichment and variety. Often times it is these factors that led the employee to remain with the company and learn their position thoroughly. There are four types of person-focus programs that an employer may choose to use within their organization such as Stair Step Model, Skills Block Model, Job Point Accrual Model, and Cross Departmental Model. A person-focused approach will motivate an employee because it allows the employee to grow and motivates them to learn. Despite the many advantages of a person-focused approach, there can be some disadvantages to both employer and employee. Some of these include the subjectivity of rating employees according to general criteria instead of specific accomplishments which can lead to a misinterpretation of an inaccurate rating. The person focused pay plan allows employees to grow and motivates them to learn.
Resource: Table 5.7 of Medical Insurance: An Integrated Claims Process Approach (6th ed.) Apply the appropriate Level II Health Care Common Procedure Coding System (HCPCS) code modifier for each of the following examples. Write a 350- to 700-word paper that discusses the purpose the HCPCS codes set and its modifiers. Explain your rationale for each selection: Injection on the left hand thumb Emergency ambulance transport and extended life support arranged for by the provider Diagnostic mammogram, left breast Cortisone 10-mg injection, right shoulder Non-electric wheelchair Intravenous catheter line, right arm Laboratory certification, cytology specimens Chest x-ray Prosthetic hip replacement, left side Electric hospital bed Cite at least 2 sources other than your textbook. For additional information on how to properly cite your sources, see the Reference and Citation Generator resource in the Center for Writing Excellence. Format your assignment according to APA guidelines.
Paradise Hospital, Inc. is a for-profit hospital. As the facility’s new hospital administrator, you have been tasked with improving the service value of the hospital. The administration has not done this process since the hospital began operating in the year 1995. The investors are not familiar with the value proposition strategies of hospitals in the current day America.
Note: You may create and / or make all necessary assumptions needed for the completion of this assignment.
Write a four to six (4-6) page paper in which you: Articulate the meaning of value-added service as it pertains to patient care services, and argue the major reasons why it matters to add value to patient services. Justify your response. Outline a system for identifying the functional areas in which changes might be necessary in order to improve the hospital’s service value. Recommend the key methods that you would use to acquire the information necessary to identify the specified functional areas. Specify four (4) specific areas where you believe the administration can add value in Paradise Hospital, and argue the most significant reasons why such value proposition would improve the value of services to the patients. Use four (4) recent (within the last five  years) quality academic resources in this assignment. Note: Wikipedia and other websites do not qualify as quality academic resources.
Your assignment must follow these formatting requirements: Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions. Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length.
The specific course learning outcomes associated with this assignment are: Propose methodologies that have been proven to increase value in health care delivery systems. Use technology and information resources to research issues in health care management. Write clearly and concisely about health care management using proper writing mechanics.
Select a private sector organization or public sector agency.
Examine the importance of innovative leadership and culture to the organization’s success.
Select another private sector organization or public sector agency. Examine why its lack of innovative leadership and culture has resulted in the organization’s inability to satisfy its stakeholders.
Choose a leadership or culture model that could be a theoretical framework for comparing the two selected organizations.
Identify the dimensions you would like to compare the two organizations based on your chosen model.
Create a matrix in which you compare your two selections using those dimensions.
Write a 350- to 700-word paper in which you explain your rationale for selecting the model for your comparison. Explain why you think it is important to compare the two organizations on the selected dimensions in your matrix.
Format your matrix and paper consistent with APA guidelines
Environmental Law & Ethics
Scenario: Eric is an Assistant Vice President at marine paint manufacturing plant. One day, he accidentally discovers an email from his boss, the Vice President, to the President, notifying him of an internal study finding the paint leeches from the bottom of boats into the marine environment. The paint has been found to create birth defects in marine life. He also sees the President’s response email, in which he directs the Vice President to erase all evidence of the study and tell no one. The President also directs the Vice President to erase the email. Eric is concerned about the findings of the study, but he also fears losing his job.
Create a 350- to 700-word analysis with the following information:
- Which administrative agency governs regulatory compliance of the manufacturer?
- What are the ethical concerns regarding the President’s actions, and what do you believe Eric should do?
Creativity in Business – Problem ID & Creativity Application
INDIVIDUAL Problem Identification and Creativity Applications. Part 1: Problem Identification:In Part 1 of this assignment, you will identify and discuss an on-going or recent challenge that you are facing. It might be an opportunity you wish to explore, or a dilemma or problem for which you are seeking solutions. For example, it might be a search for opportunities, such as identifying a (new) career path, discovering what to do with your MBA, what type of business you would like to launch, or how to obtain a promotion or other work assignment. It can be a search for solutions to a problem, such as motivating a team member(s), working with a challenging individual or team, changing your work environment, reducing conflict, or exploring a particular problem you are facing. This problem or opportunity can be related to your job, team, organization, or your life outside work.In Part 1, consider the following questions: What has led you to perceive the issue or problem as important, as needing to be solved? Who are the key players? What is the impact of the problem or opportunity on your work life, relationships with others, effectiveness of the organization, or reaching your goals? Part 2: Creativity Applications for Idea Generation and Solutions.In Part 2, you will apply two or more of the creativity methods and techniques learned in class to the problem or opportunity you proposed in Part 1. Choose creativity tools that are distinctive to draw out breakthrough ideas. Using these tools, you will generate ideas about how your challenge could be solved or opportunity captured. Consider solutions that may be unconventional or not previously tried. How could the solution(s) be implemented? Guidelines and helpful tips will be posted on Blackboard.It is important to demonstrate your applications: the process (e.g. workingthrough the tools) you use will be evaluated.Due Date: see syllabus. Suggested length: 8-10 pages, double-spaced. Recommended breakdown is Part 1 (3-4 pages) and Part 2 (5-6 pages). This paper is worth 25% of your final course grade.