BENCHMARK PART D PART E

1

2

Proposed Solution

Kimberly Boynton

Grand Canyon University

HCA699-Evidence-Based Research Project

Edward Paluch

11/3/2021

Health care is one of the critical aspects of our daily lives. It helps the patients to recover from their illness, thereby contributing to the sustainability of society (Peckham and Wallace, 2018). However, there is a gap in the daily management of hospitals, clinics, and other health care environments. Low quality of services from health care providers has diminished the rate at which patients, especially the older ones, recover from their illness. To improve the quality of service, the pay for performance is the ideal solution that can improve the morale and motivation among the health care providers (Brunn, 2017). The pay for performance arouses the interests of nurses since they feel a sense of belonging at their respective solutions. Additionally, it also increases coordination among the health care professionals that helps to improve the competency levels of the nurses and the doctors. In our health care setting, this solution might be realistic since the hospital management can reduce other unnecessary expenses and use the excess income to introduce the pay for performance initiative (Antoñanzas, Rodríguez-Ibeas, and Juárez-Castelló, 2018). However, cost leadership would be highly required in this case. The hospital management can reduce the number of suppliers and concentrate on the most critical aspect of the health care facility, such as drug availability. This would help them save excess funds for this initiative. In UK and Canada, this concept has gained popularity due to the effectiveness of the leaders (Mathes et al., 2019). The government and the leaders have co-operated to ensure health care professionals are paid according to their performance. In the last two years, both countries have recorded a 5% increase in the quality of services provided at health care facilities (Kovacs et al., 2020). Therefore, in our health care setting, it is possible to introduce this strategy to enhance the competency of health care services provided.

The organizational culture is very crucial in a health care setting. It dictates the daily operations of any health care facility. The proposed solution is consistent with the operations of the organizational culture since it leads to improved performance in the health care facility. One of the objectives of the organizational culture is to set standards for improved performance through effective policies and laws (Peckham and Wallace, 2018). The policies and laws help to dictate the behavior and work ethics of employees. By introducing the pay for performance, the main objective would be to improve the quality of service, and hence, all the health care providers would be required to improve on their work standards to achieve this objective.

The main stakeholders that the solution would impact are the nurses and the doctors. This is because they will be the main beneficiaries of this project, and their payment will be based on the quality of their performance. As Kovacs et al. (2020) note, an organization undertaking this initiative needs to ensure that the health care professionals are at the frontline of this project. Therefore, leaders need to hold a meeting with the nurses and doctors and inform them about the plan's benefits and its relevance to the organization. This will help to improve the motivation and the morale of health care providers in this proposed solution.

Numerous benefits would be expected from the project. First, health care providers and social caregivers would improve the quality of performance of the elders by providing both physical and social support. This would increase their lifespan (Antoñanzas, Rodríguez-Ibeas and Juárez-Castelló, 2018). The second goal lies in the intervention programs. The solution is expected to improve the level of competency among the health caregivers since they would improve their services and attract more patients to their health care environment. Another objective is to reduce the hospitalization rates of the elders by ensuring that they get all the medical attention that they would need (Brunn, 2017). 

The outcome for this solution would be achieved through the following.

· The older adults would be given more attention that would improve their current situations. However, it is assumed that this would be possible if the nurses and social caregivers maintain consistency in their work.

· The pay for performance initiative would improve the morale of the health care providers, which would help them improve on their intervention programs. However, this may only be possible if the initiative is free and fair to all the employees.

· Consistent checkups on older adults would ensure that they follow all the medical guidelines. Re-hospitalization rates will reduce if they do not suffer from serious health-threatening diseases that would require urgent medical attention.

These changes would have an immediate impact on the quality care improvement of the patients. This is because the standards of medical services will improve, and the elders will also receive constant social care that would improve their conditions.

References

Antoñanzas, F., Rodríguez-Ibeas, R., & Juárez-Castelló, C. A. (2018). Personalized

medicine andpay for performance: should pharmaceutical firms be fully penalized when treatment fails? Pharmacoeconomics, 36(7), 733-743.

Brunn, M. (2017). Global ideas, national challenges: the introduction of disease

management and pay-for-performance in France and Germany (Doctoral dissertation, Université Paris-Saclay).

Kovacs, R. J., Powell-Jackson, T., Kristensen, S. R., Singh, N., & Borghi, J. (2020).

How are pay-for-performance schemes in healthcare designed in low-and middle-income countries? Typology and systematic literature review. BMC health services research, 20(1), 1-14.

Mathes, T., Pieper, D., Morche, J., Polus, S., Jaschinski, T., & Eikermann, M. (2019). 

Pay for performance for hospitals. Cochrane Database of Systematic Reviews, (7).

Peckham, S., & Wallace, A. (2018). Pay-for-performance schemes in primary care: 

what have we learned? In The Quality and Outcomes Framework (pp. 137-146). CRC Press.