Pick One Of The Listed Scenarios And Complete The Worksheet ✓ Solved

Pick one of the listed scenarios and complete the worksheet

Pick one of the listed scenarios and complete the worksheet. The scenarios are as follows:

Case Scenario 1: The practice manager at Happy Cardiology Services has been asked by human resources to create and implement a program to address concerns brought by the coding, billing, and credentialing staff (n=10). Staff collectively feel that administration does not fully understand their job duties and does not provide a way for the staff to share their concerns about the work environment. Comments have also been made to human resources that they feel some pressure to up-code and aggressively seek payment from patients. Morale is low, and staff have been resigning at a rapid pace. They are currently at a turnover rate of 22%.

Case Scenario 2: The staff members at Smiley Hospital are assigned to specific patient age groups, and their responsibilities differ across the unit. The staff has been complaining that their evaluations do not accurately measure their responsibilities and that they are being measured on performance outcomes they cannot control. Morale is low because they believe their work is not being recognized or distributed fairly (leadership/ethical issue). The directors at Smiley Hospital have been challenged with developing a new way to fairly assign and assess individual performances according to their various job descriptions.

Case Scenario 3: The quarterly reports of expenditures for all the St. Agnes Health System have been distributed. You are the director team for the Orthopedic Clinic, and your area has grossly overspent its budget for the third consecutive quarter. There are rumors circulating that your job depends on reducing costs for supplies, the most expensive item on the list. Other rumors suggest that all the clinic staff fear they will lose their jobs if the poor financial report for the clinic causes the board to convert the clinic into an urgent care or outsource services (issues as to culture and the health of work environment, such as rumors, toxicity, and ethics related to culture and communication). Although morale has been low, you have been adequately staffed, and there seems to be an increase in sick calls by everyone on the team.

Paper For Above Instructions

In the present analysis, we will explore Case Scenario 1, which focuses on the challenges faced by the coding, billing, and credentialing staff at Happy Cardiology Services. The scenario highlights significant issues regarding staff morale, administration's awareness of job duties, and external pressure on billing practices. The key to addressing these concerns lies in developing an effective program that encourages open communication, fosters understanding, and ultimately enhances workforce satisfaction.

Understanding the Challenges

The scenario outlines a concerning turnover rate of 22%, which signals underlying issues within the work environment at Happy Cardiology Services. The staff feels undervalued and unheard, which can cultivate a toxic culture leading to employee dissatisfaction and high resignation rates (Deloitte, 2021). Moreover, the pressure to up-code introduces ethical concerns and may contribute to feelings of being trapped in a morally conflicting position (Baker et al., 2018). To devise a successful intervention strategy, it is vital to address both the communication barriers and ethical dilemmas the staff faces.

Proposed Solutions

The following program elements should be implemented to address the concerns mentioned:

• Establish Regular Feedback Sessions: Create a bi-weekly forum where staff can safely voice their concerns and provide feedback on administrative actions. This approach promotes a culture of open communication and ensures that staff input is valued (Mautone & Duffy, 2016).
• Staff Training and Development: Offering training sessions that cover both job responsibilities and ethical billing practices can help staff feel more competent and supported in their work (Health Affairs, 2019). Empowering employees through education reduces feelings of vulnerability regarding job performance and enhances morale.
• Anonymous Reporting Mechanism: Implement a system through which employees can report concerns anonymously, especially regarding unethical practices or workplace dynamics. This can help in addressing issues without fear of retaliation (Rowe et al., 2019).
• Administrative Awareness Programs: Develop programs that educate administration about the daily tasks and challenges faced by the coding and billing departments. Encouraging leaders to shadow staff or partake in situational challenges can bridge the understanding gap (Harrison et al., 2020).
• Recognition and Rewards: Instituting a recognition program where employee contributions are acknowledged can improve morale significantly. Celebrating wins, both big and small, fosters a sense of belonging and appreciation among the staff (Graham & Hassi, 2019).

Implementation Plan

The key to successful implementation lies in meticulous planning and sustained commitment from both the administration and the staff. Initiating the program with open forums can kick-start the process, allowing staff to directly communicate their grievances. From there, establishing monthly training sessions can infuse valuable skills into the workforce while demonstrating administrative commitment to improvement.

Moreover, ensuring that anonymous reporting mechanisms are easily accessible and integrated into daily routines will help identify and track workplace issues without placing individuals at risk. Finally, educating administrators through hands-on experiences will foster empathy and a broader understanding of staff difficulties.

Monitoring and Evaluation

Once the program is underway, regular evaluations must be conducted to assess its effectiveness. Feedback from employees regarding the programs will provide invaluable data on what elements succeed and what needs adjustment (Chen et al., 2020). Setting quantitative metrics—for instance, a reduction in turnover rates over the following quarters—will further solidify the program's success. Moreover, qualitative data collected from staff feedback can lend insight into the deeper emotional and cultural shifts within the workplace.

Conclusion

The issues faced by the staff at Happy Cardiology Services are complex and demand a comprehensive approach to address them effectively. Through open communication, education, and recognition, an environment can be established that mitigates negative perceptions, encourages ethical decision-making, and improves staff morale. This program is designed to empower the staff, thereby addressing the turnover issues and enhancing organizational culture at Happy Cardiology Services.

References

• Baker, D. W., et al. (2018). Ethical challenges in health care: Making sense of actuarial data. Health Affairs, 37(3), 456-461.
• Chen, C., et al. (2020). Leveraging employee feedback for organizational improvement. Journal of Business Research, 115, 369-375.
• Deloitte. (2021). The future of work: Employee engagement strategies. Retrieved from https://www2.deloitte.com
• Graham, J. W., & Hassi, E. (2019). The role of positive reinforcement in employee satisfaction. International Journal of Human Resource Management, 30(15), 2234-2252.
• Health Affairs. (2019). Healthcare Education in the Workplace. Retrieved from https://www.healthaffairs.org
• Harrison, J. M., et al. (2020). Bridging the gap between management and staff. Journal of Healthcare Management, 65(2), 114-121.
• Mautone, J. A., & Duffy, M. K. (2016). Enhancing workplace communication. Journal of Applied Psychology, 101(9), 1248-1260.
• Rowe, B., et al. (2019). Creating safe reporting environments in healthcare. Healthcare Management Review, 44(4), 309-318.