The experiences of seniors within the healthcare delivery system will alter how all Americans view healthcare. The healthcare delivery systems and overall organizational structure in the United States has been slow to adjust but that rest of the world is currently in flux that will migrate into our system. Technological advances in communication have made telehealth and telemedicine vialbel solutions to our outdated healthcare industry orgainzational structre. While these types of advances are only in their infancy, "...there seemed to be broad acceptance that telehealth and telemedicine had provided positive benefits to the worlds healthcare delivery system." (Telehealth Applications) Our technoloically challenged seniors have actually discovered the trend within the healthcare system and telehealth and telemedicine seems to be an advance that will find worldwide support so we as a nation will be reqquired to jump on the bandwagon.
In conclusion, this article review focused on new Healthcare Delivery Systems which will change the United States healthcare industry organizational structure. The story was an Internet based article called 'Current Telehealth Applications' on the Telehealth Applications web site. The trend of more and more seniors throughout our nation having to face the challenges associated with skyrocketing prescription costs and the fact that our poor have to deal with no medical coverage at all has begun a process of breaking down the old structure of bricks and mortar healthcare. The existing healthcare delivery system has not been able to meet the needs of our older and poor citizens so the high cost and the lack of healthcare coverage for those Americans will change the structure as we know it. Since the United States is not the only place in the world that has these problems, the new healthcare delivery system of the twenty first century and beyond will be a system that has no walls or buildings due to the economics of globalization and the convenience of the internet.
Motivation in Healthcare
This article review relates to the principles of leadership in healthcare management. The article reviewed was by Mabel Joshua-Amadi and is called "Recommendations: A Study in Motivation: Recruitment and Retention in the NHS" from the February 2003 Nursing Management Journal. The current healthcare industry leaders are not adequately motivating their employees to a point to where they are enjoying what we can deem as job satisfaction. The objective the article was to analyze the nature of motivation and also detailing how motivation applies to the recruitment process. This article made it very clear that current staff levels in the healthcare industry suffer due to shortages in the overall healthcare industry. Nurses hold a great responsibility to the overall industry success but the current healthcare shortage is a more wide spread than simply filling nursing roles. The entire industry from specialized janitorial workers to high tech radiology specialists are in high demand. The intent is also to provide insightful details into some of the myths regarding human motivation and existing hiring practices.
There are various factors working against the healthcare industry management regarding motivation and leadership. The first item is that the population of the United States continues to be an aging group. In other words, the industry will find it difficult to replenish its numbers of new nurses and techs. Secondly, the industry is just to slow in building bench strength for its current nurses nearing retirement. And third, people don't like the jobs. The industry's moral is at all time lows due to the fact that expected retirements, tenure and union like work ethics, poor and hazardous working conditions, low pay and poor floor management practices don't translate into happy workers. "The relationship between organizations and their workforces is governed by what motivates individuals to work at their best and the satisfaction they derive from their activities." (Joshua-Amadi) large concern for the industry has been retention which is a very different animal than recruitment even though they are related for Human Resource managers. The current healthcare shortages show that the industry has some major gaps to fill. Shortages are made worse by high turnover and lack of job satisfaction by many throughout the industry. "Studies have tried to elicit and predict reasons for high staff turnover in order to limit cost and adverse effects on morale, enthusiasm and organizational reputation." (Joshua-Amadi)
One would think that with the large amount of recruitment and retention problems that the healthcare industry management is facing that they would be working overtime to create situations to help maintain existing staff morale or motivation. but, studies consistently show that many nurses are still not happy and that a lot more can be done on the part of management to resolve some of these issues. Current problems revolve around personal factors such as employers not providing opportunities for learning, job satisfaction, retirement, monetary benefits, easier patient care and job security.
The crisis will only be getting worse. Over the next decade, the demand for nurses and other skilled healthcare employees will continue to increase as our aging workforce will dramatically reduce the number of skilled workers that are available. The Baby Boomer generation continues to move closer to retirement which entails that there will literally be fewer young people to get the job done. It is therefore imperative that the current healthcare leadership promotes and develops viable methods to help build organizational ties with nurses and other clinicians before those imminent shortages take hold.
Human Resource departments have consistently found that the healthcare industry employees are known for being bored, discouraged, underpaid and unmotivated. But simply raising pay scales will not be enough. Therefore, it is most likely a leadership issue that causes these reactions by staffs. "Effective leadership and managerial support can reduce staff frustration and dissatisfaction while increasing productivity and retention. Without extra effort being put into motivating trained staff, many more will leave." (Joshua-Amadi)
It is a falsehood that existing nurses and radiologists are paid well and therefore should be satisfied that they are in such high demand. "Motivators can be extrinsic and tangible. Examples include pay, job security, safety, promotion, pensions, employee friendly policies and favorable working conditions. Or they can be intrinsic and intangible, with examples including opportunity to perform, challenge, sense of achievement, personal growth, positive recognition, and being appreciated, valued and treated with respect, care and consideration. These form part of the unwritten psychological contracts between employees and organizations -- contracts that are at the heart of motivation and organizational effectiveness. Their fulfillment ensures employee loyalty, trust and commitment." (Joshua-Amadi)
In conclusion, this article was a review relating to the principles of leadership in healthcare management. The article reviewed was by Mabel Joshua-Amadi and was called "Recommendations: A Study in Motivation: Recruitment and Retention in the NHS" from the February 2003 Nursing Management Journal. As the author points out, the current healthcare industry leaders are not adequately motivating their healthcare employees to a point to where they are getting job satisfaction. The objective of the article was to analyze the nature of motivation and also to detail how motivation applies to the healthcare industry's recruitment process. This article made it very clear that current staff level shortages will become more widespread in the healthcare industry. That should be of major concern for the industry because nurses and other specialized fields are so important to the overall success of healthcare.
Decision Process in Healthcare Organizations
This article focused on the overall decision making process within the healthcare organizations. For the rest of the twenty-first century, the need for privacy will change how organizations in the healthcare industry can make decisions. The article reviewed was authored by Daniel J. Soloye and was called, "Privacy and Power: Computer Databases and Metaphors for Information Privacy" and was out of the July 2001 Stanford Law Review. The United States healthcare system includes many factors such as health plans, physicians, hospitals, clinics, consumers, and public health programs. Today, whenever a consumer has to choose either a health plan, physician or other health professional, that consumer will have private information such as a social security number or a specific diagnosis pass through the many hands, computer systems and files which is our healthcare system. "Almost all of us are aware that our personal information is being collected and stored by many different entities." (Soloye) the internet, identity theft and other concerns such as credit card fraud have all contributed to a need for increased privacy which in turn will require the healthcare organizations to be further mandated by law to protect the patient related data that is considered private. The daunting task will be made even more difficult considering that the healthcare organizations will still be help to a standard of providing outstanding service while protecting that privacy.
The information and technology advances we are all experiencing have forced new governmental legislation to try to bolster existing patient privacy rules…