I’m studying and need help with a Health & Medical question to help me learn.

• INTRODUCTION

  As a health care administrator, you will likely spend a great deal of your time focused on operations. You may find yourself working in a hospital, clinic, long-term care facility, hospice, urgent care center, home health agency, or a number of other types of organizations. Regardless of the type of organization, many of the operational responsibilities are the same.Health care financing has become quite complex. Because most health care organizations are reimbursed primarily from a third party (insurance company), health care administrators must manage the communication between the patient, the insurance company, and the organization. Consumer-directed health plans (CDHPs) have increased in popularity as a way to reduce insurance premiums; however, the patient has a larger financial responsibility for services compared to managed care plans. This concept is known as cost sharing (Niles, 2021). It is very important to understand the payer mix of your organization, so you understand where and how revenue is coming in.Information technology is another huge area of focus right now for health care administrators. The health care industry has lagged behind other industries in the area of information technology. The U.S. health care system has seen a large increase in the number of electronic medical records implemented across health care organizations (Niles, 2021). In addition, other technologies such as telehealth, electronic data warehouses (EDWs), and computerized physician order entry (CPOE) are quickly expanding and improving the delivery of health care.

  REFERENCE

  Niles, N. J. (2021). Basics of the U.S. health care system (4th ed.). Jones & Bartlett Learning.

  DEMONSTRATION OF PROFICIENCY

  By successfully completing this assessment, you will demonstrate your proficiency in the course competencies through the following assessment scoring guide criteria:

  • Competency 2: Explain health care management approaches in diverse health care settings.
    • Describe where the physician practice and the hospital fall on the continuum of patient care.
    • Analyze how providers at each location try to return their patients to their highest level of functioning.
    • Analyze the differences in the scope of responsibility and authority between the physician practice and the hospital administrator positions.
    • Describe how the management approach changes between physician practice and hospital settings.
  • Competency 4: Communicate in a manner that is scholarly, professional, and respectful of the diversity, dignity, and integrity of others.
    • Produce writing that conveys understanding of the topic, its context, and its relevance.
    • Use academic writing conventions such as APA formatting and citation style, or others as required.
    • Produce writing that includes minimal grammar, usage, and mechanical errors, including spelling.

  INSTRUCTIONS

  For this assessment, imagine you have decided to leave your position at the primary care office from your previous assessment. You have accepted an administrator position at an academic medical center that is noted for its diversity in staffing. Using the resources provided, along with a minimum of two peer-reviewed articles based on your own research, complete a 3–5 page paper discussing the following:

  • Describe where the physician practice and the hospital fall on the continuum of patient care. How do providers at each location try to return their patients to their highest level of functioning?
  • Explain the scope of responsibility and authority that you had at the physician practice, compared to your new role as a hospital administrator.
  • Describe how your management approach has changed across the two settings.

  Organize your paper using the following headings (please use these headings):

  • Title Page.
  • Introduction.
    • Preview the main themes of your paper.
  • Continuum of Care.
    • Describe where the physician practice and the hospital fall on the continuum of patient care. How do providers at each location try to return their patients to their highest level of functioning?
  • Scope of Responsibility and Authority.
    • Analyze the scope of responsibility and authority that you had at the physician practice, compared to your new role as a hospital administrator.
  • The Management Approach.
    • Describe how your management approach has changed across the two settings.
  • Conclusion.
    • Summarize the main themes of your paper.
  • References.

  Paper Requirements

  • Your paper will be a minimum of 3–5 double-spaced pages in length, not including title and reference pages.
  • Font: Times New Roman 12-point.
  • Cite at least two references in addition to the resources offered in this assessment.
  • Format your paper according to APA style.

  Note: To fully understand how this assessment will be graded be sure to carefully read the Health Care Management in Diverse Settings Scoring Guide.

• SCORING GUIDE

  Use the scoring guide to understand how your assessment will be evaluated.VIEW SCORING GUIDE

Help me study for my Health & Medical class. I’m stuck and don’t understand.

125 words with 1 reference each

One: There are various different factors that can be seen from high-performing teams. Communication and relationships are key factors when it comes to group success. High-performers will have open communication and are open to criticism. They listen to the views of every team member and are supportive. Group members know that they can express their views without the fear of negative reactions and are more willing to reach out with ideas. Each person feeds off of the group and everyone works collaboratively to get the tasks done.

Each team member is actively participating and carrying their own weight when it comes to the task at hand. This helps even out the workload and increase relationships amongst the group. When everyone is working toward the same goal, then they all want to excel and ensure that they are successful. The environment is always better when everyone is doing their part and stress is not as high.

Organization and time management are also key factors. When the team has set guidelines, then each team member knows what is expected of them. Each piece is coordinated and everything will be done to the best of their abilities. When there are no set guidelines or deadlines, then things could be left until the last minute, and then everyone is rushing to get it done.

These are just a few factors that come into play when looking at high-performing teams. Each team project will always be different and members will need to adjust to bring their best work to the table. I will say that team projects can be challenging, but eventually one finds a way to manage it and be successful in the end.

References

Burns, L., Bradley, E., & Weiner, B. (2018). Shortell and Kaluzny’s Health Care Management: Organization

Folkman, J. (2019, October 14). 5 Ways To Build A High-Performance Team. Retrieved November 06, 2020, from https://www.forbes.com/sites/joefolkman/2016/04/13/are-you-on-the-team-from-hell-5-ways-to-create-a-high-performance-team/?sh=1f11949b7ee2

Parisi, E. (2015). 7 Characteristics of A High Performing Team. Retrieved November 06, 2020, from https://leadchangegroup.com/7-characteristics-of-a-high-performing-team/

Two: Research studies show that there is a positive correlation with high performance work teams and organization performance. “A critical, but commonly undervalued means by which quality can be improved is through structured, formalized incentivization and development of teams, and the ability of individuals to work collectively and in collaboration” (Ezzaine, et al, 2012). A high-performance work team is comprised of individuals that have specific skills or knowledge and have been identified to work together towards a specific goal. Each member of the team brings a unique characteristic that is needed within the team dynamics to be successful. In healthcare, teams are usually broken into work teams or process improvement teams. Through research and personal experience, factors that I’ve identified that contributes to high performance work teams are shared goals, clearly defined roles, accountability, effective communication, positive leadership and conflict management.

“Authentic leadership is described as the root component of effective leadership required to build trust and a healthier work environments that promote patient safety and excellence in care and recruit and retain staff” (Wong, Laschinger & Cummings, 2010). Leaders act as roles models, being open, genuine, and honest can reflect in team members attitudes and performance. Positive leadership and trust within a group fosters optimism which can push teams to overcome obstacles. It is important for high performance teams to have a shared goal. Without a shared goal, there is no team, it would be difficult to understand roles, identify individual strength and weakness and make meaningful contribution to the organization. Having clearly defined roles ensures that each team member understands what is expected of them and contributes to a positive work environment. Understanding what everyone can contribute to the team will assist with defining roles and assigning and/or delegating task to be completed. In any environment where human interaction is required to attain a goal, effective communication is a key component. Open, clear, and concise communication does not leave room for interpretation or confusion. An even exchange of information and constructive dialogue and problem-solving assist with producing quality work. Accountability is a major component of team success. All project management and process improvement teamwork models call for team member accountability. It is the responsibility of the leader and the team members to hold each other accountable for their contribution to team in the pursuit of success. The size of the team also plays an important role in accountability. If the team is too small members can be overburden and not complete assigned tasks on time or contribute poor quality work. If the team is too large, some individuals could have the opportunity to not contribute as much or at all and benefit from the work of others.

References

Burns, L. R., Bradley, E. H., & Weiner, B. J. (2018). Shortell and Kaluzny’s health care management:

Organization design & behavior (7th ed.). Clifton Park, NY: Delmar Cengage Learning.

Ezziane, Z., Maruthappu, M., Gawn, L., Thompson, E. A., Athanasiou, T., & Warren, O. J. (2012). Building effective clinical teams in healthcare. Journal of Health Organization and Management, 26(4), 428–436.

Leggat, S. G., Bartram, T., & Stanton, P. (2011). High performance work systems: The gap between policy and practice in health care reform. Journal of Health Organization and Management, 25(3), 281-97.

Wong, A.C., Laschinger, H, &Cummings, G.G. (2010). Authentic leadership and nurse voice behavior and perceptions of quality care. Journal of Nursing Management (18), 889-900.

I don’t understand this Biology question and need help to study.

1. The total amount of energy in the universe remains constant. However, free energy (usable energy) in the universe is constantly decreasing while entropy (unusable energy) is constantly increasing. Taken to its logical conclusion, what do you hypothesize that this mean for the eventual fate of the universe?

2. Below is a graph showing the change in free energy when ATP is produced from ADP and other reactants

A) Refer to the graph above. Is this an endergonic or an exergonic reaction and why (Include in your answer whether the change in free energy is positive or negative and how the free energy of the product compares to the free energy of the reactants.)?

B) Refer to the graph above. Could this potentially be a spontaneous reaction? Why or why not?

3. Hydrolysis of ATP has a ΔG of -7.4 kcal/mol. Can an endergonic reaction with a ΔG of 12 kcal/mol be “driven” by ATP hydrolysis? Why or why not?