Business > CASE STUDY > Team Assignment Week 4.docx Transparency in Healthcare MHA/505 Transparence in Health (All)

Team Assignment Week 4.docx Transparency in Healthcare MHA/505 Transparence in Health

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Team Assignment Week 4.docx Transparency in Healthcare MHA/505 Transparence in Healthcare Transparency in the healthcare field is a new area for most of the medical organizations in the U.S. One... of the main reasons for transparency, from what is discussed via the media and research, is to keep the public informed about their procedures and costs. How does this work into the Systems diagram of an organization? First, making an analysis to identify areas, data collected, where they go from induction, any opportunities gained, strengths of those areas, the weakest areas found, and then how all these areas might motivate changes (basically doing a S.W.O.T. assessment) (IOM-US & NAE-US, 2011). Designing the roles and workflows to put into the diagram would be the next step. That is to integrate all areas into the diagram; creating the natural flow of process. From this integration, establishing performance and goals that work in real time is critical (IOM-US & NAE-US, 2011). Also, making sure all authorized staff associates can access the data. What can happen on the in-house side of this diagram, is not only a better, smoother system, but can help create incentives for everyone involved that are meaningful. This can be done through promotion, monetary, or awards(IOM-US & NAE-US, 2011). The new system plan derived from the diagram can create more accountability on the healthcare side of things within the organization, and, can give the public a better accounting of where their money is being spent. An. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . . [Show More]

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