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Healthcare Leadership and Communication
Name:
Institution:
Healthcare Leadership and Communication
Answer Question#1
One of the most essential things that healthcare needs are a good strategy that is going to ease the burden to the people, especially the elderly and their caregivers. Presently, ninety-three percent of all s believe that the existence of a national strategy that allows the elderly in general to remain at home as long as possible would definitely improve the entire system as it would lighten the heavy load of healthcare on hospitals and the long-term care facilities. This is according to the CMA survey, which managed to poll 1,000 people across the country. Workers have always thought about Medicare as one program based on fairness within a generation.
The aging of the population will ultimately force them to think about the burden that they are leaving to the next generation, which in itself is an approach that s have never felt comfortable with, in health care in general, or anything else. They appear to suggest that they better spend today than live to think about who pays tomorrow.
The future strains of the population ageing derive little from the growth in the elderly population or the age of 85 and over population, per se, but rather from the somehow slow projected growth in the non-elderly, and working age population. The rather slow growth in the working age population will be taken to mean that there will be relatively fewer people who will be able to pay the taxes that are necessary to support the public programmes meant for the older population and also fewer people to provide the necessary and crucial services that older people need.
Answer Question#2
As demographics continue to evolve with a growing percentage of seniors, many changes will be required in order to retool the health-care system if it is to deliver effective and satisfactorily efficient health care not only to the Baby Boomers, but also to the rest of the population as well. The changes will act to primarily reflect a greater emphasis on the simple delivery of chronic care treatment, and the provision of a long-term care towards the patients inconvenient and quite affordable setting possible as well as an increase in the already expanding use of the out- patient care.
What can only solve the problem that is posed by the healthcare of the elderly by only introducing a system that will be comprehensive, and that will ensure that the old are assured of quality health care in their later days. The government should consider how money is sent in funding health care. For instance, there should be the elimination of situations that result in hospitals being transformed into primary care venues for many patients, something that leads to congestion. Another solution is that of fully including the federal government into the equation.
In addition to the act of strengthening the entire healthcare system, trying to work on improving services for the elderly would also play a large and paramount part to reduce their personal expenses, taking into account that seniors often incur hospital treatment costs. The increasingly large number of much older people is very dependent on a quite proportionately shrinking resource that is on the younger people and, specifically, younger people.
Answer Question#3
In, as in many other developed and developing countries, children are seen by far as common source of livelihood for the older people, and the expectations of filial support in people’s old age are always shared widely by the current generation of adults. The law mandates that employee’s with50 or more employees must offer coverage to any working 30 or more hours at work. They are minimum plan and employer contribution needs, and the prospect of better health plan enrollment, due to auto-enrollment, could be significant.
ACA, usually, put pressure on employers from various angles making them take some hard look at their reward benefits framework as it affects the attraction and retention of talent especially to assess strategies regarding hourly employees. From an industry perspective, most companies are committed to providing health insurance to workers for reasons making competitive sense in terms of not only retention but also of engagement and productivity. It is crucial to see that the cost and benefits ratio of full-time employment often varies from different units and location based on size, brand, region and customer population.
Answer Question#4
Standards that are developed by the national committee for quality assurance sure often used to identify the primary practices in medical homes. ACA reaffirms the goals of healthy people by promoting population-based prevention in several ways. All new plans are insurance policies must cover patients, effective clinical preventive services. Health promotion and public council that will help for mutate a national protection strategy. The strategy will recognize the ecological model of health underscoring the importance of various health influences such as healthy foods, prevention of violence. Without any doubt, the complexities and organizational problems of health care make its implementation a crucial matter of getting things correctly, for organizations going to be affected by ACA. A healthy person sets goals for a robust and efficient health care system facilitates healthy behaviors and strives for healthy communities. However, it concretely applies the ecological model of health placing the individual biology of disease within the context of the entire life course and the social and physical environment where people live, work, learn and play.
Answer Question#5
Health insurance is a reasonable issue in the US and since musicians and other artists work on freelance meaning that there are times when these events don’t come along and they have to survive on the ones that they had before. A health care reform presents a myriad of new challenges and opportunities for employers. Understanding the impact of health care reform across the implementation timeline will be critical in developing a successful strategic plan, helping to avoid unintended consequences and managing costs in these new surroundings. This culture of getting one event after a long time is not good enough especially when paying premiums that are so high.
It is too bad that the musicians have to hold two jobs so that one job can cater for the necessities, and the second one can cater for health insurance covers. The ones that cannot be able to do that are at a great risk because when sickness comes, they might end up suffering because they might be unable to cater for all the bills.
References
Alfred, K.M. (1998). Family roles, alcoholism and family dysfunction. Journal of mental health
Counseling.
Doweiko, H. E. (2013). Concepts of chemical dependency (9th ed.). Stamford,CT: Cengage.
Lewis, V., Allen-Bryd, L. (2007). Coping strategies for the stages of family recovery.
Alcoholism treatment Quarterly, 105-124.
Linda T. Kohn, Janet M. Corrigan, and Molla S. Donaldson. (2000). To Err Is Human:
Building a Safer Health System
Vicini, James. Healthcare: The American Problem. New York: Penguin, 2011. Print.
Sexual Harassment
Sexual Harassment
Student’s Name
Institution Affiliation
Course Name and Code
Professor’s Name
Date
Sexual Harassment
The article by Lisa Rabasca details sexual harassment that employees progress to file numerous complaints against their employers despite new policies and laws enacted against the issue. The article explains that the employees allege that the new policies and laws failed to ensure their protection against sexual harassment in the workplace. Rabasca (2021) analyzes how Andrew Cuomo, earlier New York Governor, has been accused by 11 women concerning unwanted intimate comments, kissing, or groping. It is the most high-profile case involving sexual harassment. Also, the article highlights that surveys have indicated that sexual harassment has increased during the COVID-19 pandemic, even with the alteration to remote work. Thus, the article’s policy goal is that sexual harassment is still high despite new legislation. Therefore, Rabasca (2021) provides two significant policies. The first involves states progressing to tackle whether to forbid nondisclosure agreements used by employers concerning sexual harassment claims. The second policy involves Congress taking into consideration legislation to ensure special prosecutors that are outside the military command chain to handle sexual harassment and assault allegations.
According to Rabasca (2021), sexual harassment legal definition includes all unwanted physical or verbal attention involving sexual nature in a learning environment or workplace. It also includes offensive remarks concerning an individual’s gender. For instance, it is assumed illegal to harass any woman by uttering offensive comments concerning women at large. In addition, harassment is illegal inconsiderate of the target or harasser’s gender. Surprisingly, despite a 165-page report released by Letitia James, the state Attorney General claiming the governor had been involved in sexually harassing 11 women, he denied the wrongdoing. He claimed that he had never attempted to cross the line with anybody in his mind and announced that he was leaving his position as governor. Despite Cuomo being involved in such a high-profile case, he had advocated the anti-harassment law of New York that was enacted in 2019; this executed new regulations modeled to ensure easier punishing workplace harassers.
The new policy expanded anti-harassment and anti-discrimination laws to reduce the proof burden required for an individual to provide a harassment charge. It also included all employers and withdrew the requirement that any employee utilizes the internal complaint procedure of their company. In addition, the law prevented employers from demanding workers to ensure signing nondisclosure agreements, especially as a settlement agreement part or an employment condition. Thus, this has been significant in solving sexual harassment and will continue to ensure mitigating the issue in the future.
Nevertheless, Rabasca (2021) analyzes that many sexual harassment cases contain workers who make minimum wage. These employees frequently end up incurring a high price after reporting harassment due to employer-sponsored benefits loss like health insurance, missed advancement opportunities, lower earnings, and job loss. For example, fast-food workers who get forced out of their job due to reporting sexual harassment to have lifetime costs exceeding $125,600 (Rabasca, 2021). Thus, employees might become more withdrawn from reporting sexual harassment due to fear of retaliation, isolation feeling, or unsure concerning reporting remotely, especially for those in the virtual context.
The U.S. federal government has established several policy inducements to deal with the sexual harassment problem. For example, the establishment of EEOC (Equal Employment Opportunity Commission), which is involved in investigating all kinds of employment discrimination, including sexual harassment. In 2020, the EEOC got 1,000 fewer harassment allegations than in 2019, which is an indication of an effective solution to sexual harassment. EEOC typically resolves sexual harassment charges between the employee and employer prior to considering litigation; this is essential to workers by helping them acquire justice quickly. Also, Rabasca (2021) provides that it assists employers in circumventing costly litigation. However, it is also an essential EEOC tool for remedying and stopping workplace discrimination. Therefore, EEOC can ensure solving the sexual harassment problem in the workplace.
Moreover, The Military Justice Improvement and Increasing Prevention Act can solve the sexual harassment problem which is prevalent in the U.S. military. According to Rabasca (2021), in the 2019’s Defense Department report, 16 women claimed to have been sexually assaulted or groped during their past year by other members. Thus, Congress is considering policies that would alter how various armed services steer accusations of sexual assault, rape, or sexual harassment. Hence, the proposed act would remove these cases from unit commanders’ control and give room for special prosecutors who are not within the military command chain to investigate and ensure their prosecution.
The state also has public policies to solve sexual harassment, such as the 1964 Civil Rights Act; this laid the base for developing various sexual harassment laws. At long last, the act established sexual harassment as illegal, especially in the workplace. Additionally, employer actions are proposed to solve sexual harassment, such as the Purple Campaign, which is currently working with various companies to implement and develop concrete anti-harassment policies (Rabasca, 2021). In addition, the Purple Campaign proposes a policy directed at providing numerous methods for ensuring harassment reporting to encourage multiple individuals to report harassment. Therefore, this policy will ensure minimizing and solving the issue of sexual harassment for workers.
References
Rabasca, L. (2021). Sexual Harassment. Wsu.edu. https://ntserver1.wsulibs.wsu.edu:2475/cqresearcher/document.php?id=cqr_ht_harassment_2021
sexual_harassment
Sexual Harassment
Name:
Institution:
Sexual Harassment
Compose a sexual harassment policy for Syntec Corporation that would address harassment issues for all employees. Next, select three (3) elements of this policy that you believe would have the greatest impact at Syntec Corporation. Justify your response.
Sexual harassment policy.
Sexual harassment is defined as any unwelcoming behavior of a sexual characteristic which leaves an individual feel humiliated, intimidated and offended. It may encompass a range of action and incidents constituting harassments of verbal, non-verbal and physical nature (Lin, Babbitt, & Brown, 2014). Syntec Corporation is committed to providing its employees a working environment that is from any sought of discrimination and to outlaw any harassment of its staff base of job seekers. Conducts that will constitute sexual harassment will include but not limited to:
Physical violence, encompass assaults of sexual nature.
The use of job-related rewards or threats to attract sexual treatments.
Unwelcoming physical contacts of pinching, hugging, kissing and pinching.
Sexual advances.
Unwanted and repeated invitations for physical intimacy or social invitations.
Paternalistic comments.
Insulations based on staff’s gender.
Displaying sexually suggestive materials.
Gestures that are sexually suggestive.
Leering.
An employee or outsider to the business who believes to have been harassed in anyway should;
Note the location, date and time location of the sexual harassment incident.
If comfortable enough confront the alleged harasser and inform them of the unwelcoming and offensive nature of their behaviors for them to stop.
If the complaint is uncomfortable to confront the harasser/ if the behavior persists, a formal report may be made to the management of the organization.
If all the above may be inappropriate to the harassed staff, he/she may seek help from senior staffs, for instance, senior managers or board members.
On receiving complaints on sexual harassment, the management will;
Will record the full account of the event in step by step basis.
Determine the preferred outcome for the complainant, for instance, a reshuffle in the working setup, an apology, a warning for behavior change.
Ascertain the next step that is a formal investigation or informal resolutions.
Three elements of the policy that will have the greatest impacts at Syntec Corporation will include;
Step-by-step recording of the sexual harassment incident. Sex is deemed as an abomination in some way to be discussed in public. Therefore how the organization will create an environment within which such concerns of sexual harassments could be discussed in a more open way for it to be recorded for further help can turn out to be a challenge. Therefore the success of this policy is determined largely by the environmental nature to discuss sexual harassment matters.
Formal investigation and informal resolution. The scope of the two help procedure influences the perception the staffs and other publics within the limits of the policy will have on the organization commitments to end sexual harassments at the workplace.
Constituents of sexual harassments. The scope of sexual harassments components will also have great impacts on gender. Extreme coverage may end up targeting one gender thus making them victims of allegation to sexual violence. A balanced sexual harassment components that cover all genders equally is deliberated to bring harmony in working between different genders.
2. Give your opinion as to whether or not you believe that men and women should have equal treatment in sexual harassment issues. Defend your answer with two (2) examples that support your rationale.
I believe that both women and men should have equal treatment in sexual harassment concerns. This is because both sexes are vulnerable to sexual harassment and thus they should be treated equally. It’s a normal event that a majority of working women encounters hostile environment at their place of work from their male counterparts who demand sexual favors for promotions and other working favors (Connell, 2014). Males on the other hand encounter sex discriminations from their female bosses. With such examples of this kind calls for equal treatment for both genders on sexual harassment concerns.
3. Suggest four (4) ways that businesses can balance the need for increased productivity with the needs and concerns of the employees. Support your rationale.
There are different ways that businesses can balance the needs for increased productivity as well as with the concern and needs of the employees. The first way to increase productivity is to increase commitment and transparency to the efficient payment to personal based on their levels of performance whether individual or groups. By doing so, the employee will be motivated to work hard and fair since they understand payments are made based on performance, therefore, the more you perform, the more earn. Secondly, is instilling a positive working environment and culture that will enhance the values of respect, teamwork, and excellence in the organization. The employee is more attracted to an organization that celebrates such values (Epstein, & Buhovac, 2014). Thirdly is by installing employee performance metrics that will foster continuous improvements. Such metrics are crucial in intensifying productivity as they provide results, feedback and focus on improvement continuous making goals for the individual employee as well as group to be realized easily. The fourth way is to prioritize allocation of resources that are deemed to have great impacts on the business performance. An employee, on the other hand, has to be told of the existence of such priorities as it would help them understanding the working process of the business to realize goals (Martello, Watson, & Fischer, 2016).
4. Evaluate the significance of the way Megan handled Mark’s actions. Next, propose three (3) alternative methods Megan could utilize when dealing with an employee’s actions. Justify your response.
Mark and Megan are both sale representative. Mark believes that Megan could use among other genuine sales techniques, for instance, requesting during conference appointments responsible persons in businesses who approves inventory purchase to unethical one of sexual appeals to win many sales contracts which Megan clearly declines in her inner thoughts. The situation becomes more serious when Mark request Megan to join him in his room for more fun making her avoid Mark’s company completely. Now, she faces another dilemma of whether or not should she report Mark to Jeff. The action of avoiding Mark’s company is a good decision but not optimal. She has to confront Mark warn him of sexually harassing her and warn him of forwarding the harassment to their manager if he persists.
Alternative methods could utilize; first, by confronting Mark and make him fully aware of the sexual harassment he has been directing to her and warned him to cease. By doing so, Megan would have informed Mark of his conducts which Megan find unwelcoming, and he should stop if they have to work together again. The second alternative is to avoid Mark completely and instead seek sales advice directly from their boss. By doing so, she would have reduced the exposure of meeting Mark, and thus sexual harassment would decline. Third, suppose the situation becomes extreme, Megan can inform their sales boss (Jeff) for further actions. It would be much better if Megan or Mark could be transferred for either one or both of them find peace at work.
Question #5
If I were Mark I would have;
Self-evaluation and behavior change. When the behavior of Mark worsens, Megan avoided him. Mark should have faced Megan, and consult why he is avoided. Unwelcoming conducts of sexual harassment being the certain conduct, Mark should assess himself on that reason and change his behavior.
Confront Megan and seek forgiveness. I would express my remorsefulness towards by unwelcoming behavior with an afterward real change of behavior. This will express my commitment to understanding my mistakes and restore the trust we enjoyed with Megan before.
I would request from Megan the sexual behavior she considers unwelcoming. Even with a clear feature of outlined harassment sexually in a company policy, to some components, the perception people have over them are subjective. To some invitation to date may sound romantic rather than sexual harassment. Therefore a priority list may provide a boundary for Mark on what to talk about and what not to.
References.
Connell, R. W. (2014). Gender and power: Society, the person and sexual politics. John Wiley & Sons.
Epstein, M. J., & Buhovac, A. R. (2014). Making sustainability work: Best practices in managing and measuring corporate social, environmental, and economic impacts. Berrett-Koehler Publishers.
Fusilier, M., & Penrod, C. (2015). University employee sexual harassment policies. Employee Responsibilities and Rights Journal, 27(1), 47-60.
Lin, X., Babbitt, L., & Brown, D. (2014). Sexual Harassment in the Workplace: How does it Affect Firm Performance and Profits?.
Martello, M., Watson, J. G., & Fischer, M. J. (2016). Implementing a balanced scorecard in a not-for-profit organization. Journal of Business & Economics Research (Online), 14(3), 61.