The economics of end stage renal disease Essay Example | Topics and Well Written Essays - 750 words

The economics of end stage renal disease - Essay Example For ESRD patients, all medical expenses both relating to their kidney disease or other conditions are the responsibility of Medicare (Hirth, 2007). ENDR patients pay for their treatment in four ways: 1) a monthly premium ($78.20 in 2005), 2) 20% for covered outpatient facilities (copayment) 3) a deductible for inpatient care and 4) outpatient prescription drugs. In many cases, patients have private insurance that cover the copayment and prescription drugs. In low-income groups, people may have their premium and deductible paid for by the government too. The amount actually paid by ERSD patients is very low (Hirth, 2007). The Medicare plan provides payments depending on the service provided. There is a single composite rate for dialysis for patients that comprise dialysis including labour, equipment and supplies (Hirth, 2007). Physicians, generally nephrologists, are paid a fixed monthly amount for out-patient services where as hospitals are paid a fixed amount too for in-patient care depending on the diagnosis of the patient (Hirth, 2007). The decision by the American government to cover ESDR was motivated by the political and economic prognosis at the time (case study). The funding for the Medicare program is from wage taxes, general tax revenues and beneficiary premiums (Hirth, 2007). 76% of dialysis centres are private run (Hirsh, 2007) and two chains are responsible for all private dialysis centres in the US (Hirth, 2007). An example being Fresenius National Medical Care (case study). A study in Canada looked at the economic burden of ESRD in 2000 and found that the direct, mortality and morbity costs to the government in one year was $1857 million (Zelmar, 2007). In the US, $27 billion was spent in 2003 (USRDS from Hirth, 2007) and costs are still increasing (case study). Outpatient clinics need a large investment to be profitable (case study).The Medicare Payment Advisory Commission has recommended

MARKETS AND THE ECONOMY Assignment Example | Topics and Well Written Essays - 1500 words

MARKETS AND THE ECONOMY - Assignment Example The factors explaining the increase in budget deficit stabilizers are outlined below: 1) As the economy goes into recession, corporate profits decrease leading to lower corporate tax revenues for the government. Due to lower demand in the economy, companies sell less and have higher cost pressures leading to lower profitability. 2) As corporate profit decrease, companies start firing employees leading to an increase in unemployment in the economy. This further leads to lower income tax revenues for the government. 3) As unemployment increases, the government has to make more payments for unemployment benefits and other welfare programs (transfer payments). These three factors automatically increase the government deficit during recession due to lower revenues and higher spending built into the system. 4) In order to spur demand in the economy, government can spend higher than usual. This spending could be through lowering taxes and/or increasing spending on new/existing projects. All the four factors combined mean that some of the effect of recession on households and companies is mitigated by government spending. Unemployed workers get state benefits and companies get opportunities to invest in new projects. The combined effect is that companies are encouraged to hire more workers to work on those projects thus reducing unemployment and people have more disposable income due to reduced taxes thus increasing consumption. Therefore, the increase in budget deficit during a recession helps stabilize the economy by bringing it back to the equilibrium operating level. Adjustments in wages and prices take the economy from the short-run equilibrium to the long-run equilibrium The price system and wages in the economy do not always change instantaneously. Changes in macro-economic factors like output, demand, supply, interest rates etc do not immediately bring about a change in price levels and wages. Thus, when one or more of the other macro-economic variables changes in the economy, prices and wages are slow to react to this change, therefore the economy comes to operate in a short-run equilibrium where prices and wages are yet to adjust to the other macroeconomic changes. Some of the reasons for this stickiness of prices and wages include contracts for fixed duration like labor union contract for wages fixed for a year, or even market competition prohibiting firms from increasing prices suddenly. However, as time goes (in the long-run), wages contracts get re-negotiated depending on earlier changes in demand and supply, inflation, and other factors. This change in wages leads to change in cost structure of firms and price changes then become necessary. For example, if the labor union re-negotiates to higher wages, the firm must increase its prices in order cover the increased cost of labor. As these adjustments in wages and prices take place, the movements of wages and prices determines the output of the economy. For example, if the firms find it less profitable to produce more, the will reduce their output and the GDP will contract and vice versa. Thus, adjustments in wages and prices take the economy from short-run equilibrium to long-run equilibrium. This is to say that if the prices and wages had changed immediately following a change in the other macroeconomic factors, the long-run equilibrium output would have been seen in the short-run. However, as prices and wages are sticky and adjust to the changes slowly, the economy first settles on a short-run equilibrium where other factors have changed but prices and wages have not and eventually the adjustments in price and wages takes the economy from t

Internship Reflection Essay -- Reflection Paper

It has been a while since I started at the internship and I am really glad I decided to work here. I think the experience in this area is a good preview of my career and future. I am learning some important skills and finding out some things about myself and the tough skin I will need in order to stay in the area of juvenile support. One of my responsibilities involved checking the messages from the days before on the office phone. I found that some of the potential mentors sounded older. This got me wondering about the age limits of the mentors. I knew they had to be at least 18, but was there an age cap? Could a 30-year-old join the team and be the mentor to a 12-year-old? I though about the different ways that these relationships could manifest. If the mentor was older, could they potential become a parental figure to the child? I always thought of the mentors as young adults, around college age. They would be an older sibling to the child, understanding the generation specific of the child, especially once they were teens. I though that in this way, the child would possibly open up more because they would not look at the person as an authority figure. When I though about a possible 13-year-old being matched with a 35-year-old, I thought of my teen years and figured that at that age, I would not have been so willing to share. Nevertheless, we allow any willing person, over the age of 18, that passes the checks, to become a mentor! More calls throughout the week led me to turning down grandparents whose children were in county prisons. This was heart breaking. In the past, I spoke to people who worked with juvenile delinquents and they always warned me that the job was difficult. They feelings that could be evoked, even wit... ... needed to get some fingerprinting done for their job. They had to go to an actually fingerprinting center. Seeing that I do the mobile fingerprinting, I was interested in seeing how the center handled it. They did their electronically. They computer analyzed whether the print was legible then loaded it to their file. This way was much easier than our way. It was neater because their was no ink needed. Also, if a mistake was made, the cop could just redo the print. On the other hand, I have to put down a white out strip to cover the old one and re-ink the finger. After the cop was complete finished with both hands, he clicked a button and sent the prints down to Florida to get checked. The website actively keeps the applicant informed on the progress of the print. We, however, must mail it in hoping it is legible and wait for a letter to let us know how it went.

Delegation: Management and Work

AC 1. 1 Evaluate the benefits of delegation Delegation is widely acknowledged to be an essential element of effective management (Yukl, G. 1994). Delegation is basically a process of assigning responsibility, sharing authority, and producing accountability in organizations. It is a managerial instrument that allows managers to nurture subordinates to capitalize the subordinate’s potential and ability to meet organizational goals and objectives.As a form of employee involvement in decision-making, delegation describes a category of leader behavior that entails assignment of new responsibilities to subordinates and additional authority to carry them out (Yukl, G. 1998). Managers usually find it easier to speak about delegation of responsibility then to accomplish the organizational goals. Effective delegation can benefit the manager, the employee, and the organization. Perhaps the most important benefit for the company is a higher quality of work.Delegation can improve quality o f work by allowing the employees who have direct knowledge of products and services to make decisions and complete tasks. Quality can also improve through enhanced employee  motivation. Employees may do a better job because they feel a personal  accountability  for the outcome, even though responsibility ultimately rests with the individual who made the delegation. Motivation  should also be enhanced as delegation enriches the worker's job by expanding the types of tasks that are involved in it. Roebuck, Chris. (1998) Another advantage of delegation is efficient use of time and talent.Delegation will help a manager use her time and the time of her employees effectively, and it will allow a manager to get even more work done then they will alone. Delegation is a way of empowering employees as well, and this is a promising advantage. Giving responsibility and accountability to employees will give them an opportunity to showcase their skills and talents; it will also provide th em with the opportunity to have pride in their work. Managers who delegate effectively also receive several personal benefits; most importantly, they have more time to do their own jobs when they assign tasks to others.Given the hectic nature of  managerial  work, time is a precious commodity. Effective delegation frees the manager to focus on  managerial  tasks such as planning and control. Managers also benefit from the development of  subordinates' skills. With a more highly skilled workforce, they have more  flexibility  in making assignments and are more efficient decision makers. Managers who develop their workforce are also likely to have high personal power with their staff and to be highly valued by their organization. Straub, Joseph T. (1998) AC 1. 2 Explain how delegation can be used to empower others.Empowerment is the force that makes teamwork effective. An empowered team is significantly more productive than a group of individuals working under strict gui delines. As the people in workgroup become aware that leaders are willing to empower them, they are more committed to the tasks. Meyer, Paul J. (2007). Empowering team members through delegation involves transferring not only the responsibility for performing tasks, but also the authority, resources, rewards, and knowledge necessary to perform them. In some situations, standardization and inflexibility are essential.However, in giving assignments, recognize when teamwork and flexibility are the better approach. Empowering people requires a leader to become teacher, coach, colleague, and mentor, not just boss. Followers and peers in some cases even exceed leader’s abilities, ideas, and expectations. Successful delegation requires planning, careful introduction and training, commitment of all team members, and effective follow-up. Effective delegation always involves adequate communication. People accept responsibility and act when they know what you expect.Talk informally with a person before actually turning over responsibility. Non-threatening approach allows the person to express fears or enthusiasm about the idea of accepting delegated responsibility. Moving up to a higher level of delegation provides more time empowers the team member for increased productivity. Roebuck, Chris. (1998). In many ways, empowerment embodies principles effective managers and leaders have practiced for years. Two new driving forces in business, increased diversity and high-speed change, magnify the need for empowerment.Empowering people is now indispensable for effective personal productivity and maximum team success. AC 2. 1 Justify an appropriate process to follow when delegating work within your area of responsibility? When delegating work within one’s area of responsibility, following process can be tracked for appropriate process (UK’s NMC’s Council, 2007) – Treat people as individuals * Leader must treat people as individuals and respect their dignity. * Must not discriminate in any way. * Must treat people kindly and considerately. Must act as an advocate for those in one’s care, helping them to access relevant health and social care, information and support. Respect people's confidentiality * Leader must respect people's right to confidentiality. * Must ensure people are informed about how and why information is shared by those who will be providing their care. * Must disclose information if leader believe someone may be at risk of harm, in line with the law of the country in which leader is practicing. Collaborate with those in leader’s care * Leader must listen to the people in his/her care and respond to their concerns and preferences. Must support people in caring for themselves to improve and maintain their health. * Must recognise and respect the contribution that people make to their own care and wellbeing. * Must make arrangements to meet people's language and communication needs. * Must shar e with people, in a way they can understand, the information they want or need to know about their health. Ensure gain consent * Leader must ensure that one’s gain consent before begin any treatment or care. * Must respect and support people's rights to accept or decline treatment and care. Must uphold people's rights to be fully involved in decisions about their care. * Must be aware of the legislation regarding mental capacity, ensuring that people who lack capacity remain at the center of decision making and are fully safeguarded. * Must be able to demonstrate that you have acted in someone's best interests if you have provided care in an emergency. Maintain clear professional boundaries * Leader must refuse any gifts, favours or hospitality that might be interpreted as an attempt to gain preferential treatment. Must not ask for or accept loans from anyone in your care or anyone close to them * Must establish and actively maintain clear sexual boundaries at all times with people in leader’s care, their families and cares. AC 2. 2 Allocate and monitor work that you have delegated within your own area of responsibility. To allocate and monitor work that one have delegated within his/her own area of responsibility following matters are required to be achieved (Barter M, Furmidge ML. UAP, 1994) and (BuerhausPI, Needleman J, Mattke S, Stewart M, 2002)- a) Outcomes Of Effective PerformanceOne must be able to do the following: 1. Confirm the work required of the team with his/her manager and seek clarification, where necessary, on any outstanding points and issues. 2. Plan how the team will undertake its work, identifying any priorities or critical activities and making best use of the available resources. 3. Allocate work to team members on a fair basis taking account of their skills, knowledge and understanding, experience and workloads and the opportunity for development. 4. Brief team members on the work they have been allocated and the standard or level of expected performance. . Encourage team members to ask questions, make suggestions and seek clarification in relation to the work they have been allocated. 6. Check the progress and quality of the work of team members on a regular and fair basis against the standard or level of expected performance and provide prompt and constructive feedback 7. Support team members in identifying and dealing with problems and unforeseen events. 8. Motivate team members to complete the work they have been allocated and provide, where requested and where possible, any additional support and/or resources to help completion. . Recognize successful completion of significant pieces of work or work activities by team members and the overall team etc. b) Behaviors Which Underpin Effective Performance One must knowledge about the following: 1. make time available to support others. 2. clearly agree what is expected of others and hold them to account. 3. 3prioritise objectives and plan work to mak e best use of time and resources. 4. show integrity, fairness and consistency in decision-making. 5. seek to understand people’s needs and motivations. 6. take pride in delivering high quality work. 7. ake personal responsibility for making things happen. 8. encourage and support others to make the best use of their abilities etc. c) Knowledge and Understanding One needs to know and understand the following: i. General knowledge and understanding 1. Different ways of communicating effectively with members of a team. 2. The importance of confirming/clarifying the work required of the team with your manager and how to do this effectively. 3. How to plan the work of a team, including how to identify any priorities or critical activities and the available resources. 4.How to identify and take due account of health and safety issues in the planning, allocation and checking of work. 5. Ways of encouraging team members to ask questions and/or seek clarification and make suggestions in relation to the work which they have been allocated. 6. Effective ways of regularly and fairly checking the progress and quality of the work of team members. 7. The type of problems and unforeseen events that may occur and how to support team members in dealing with them. 8. How to log information on the ongoing performance of team members and use this information for performance appraisal purposes etc. i) Industry/sector specific knowledge and understanding 1. Industry/sector specific legislation, regulations, guidelines, codes of practice relating to carrying out work. 2. Industry/sector requirements for the development or maintenance of knowledge, understanding and skills. iii) Context specific knowledge and understanding 1. The members, purpose and objectives of his/her team. 2. The work required of his/her team. 3. The available resources for undertaking the required work. 4. His/hers team’s plan for undertaking the required work. 5.The skills, knowledge and understan ding, experience and workloads of team members. 6. Reporting lines in the organization and the limits of his/her authority. 7. Organizational standards or levels of expected performance. 8. Organizational policies and procedures for dealing with poor performance. AC 3. 1 Review how well you delegated the task, based on the outcomes of the delegated task and feedback from others. Here are 10 ways  for effective delegation and reviewing delegation based on the outcomes of the delegated task and feedback from others: 1. Delegate early.Make an effort to delegate the task early to avoid unnecessary pressure. This allows the  person to better plan the task. 2. Select the right person. Ensure that the person has the time to take on the responsibility. Assess the skills and capabilities of his/her staff  and assign the task to the most appropriate person. Make sure the person has the training and resources  to succeed. 3. Communicate the rationale and benefit. Identify  the reason for the task and how it will contribute to the goals of the company or department or team. Also, point out how the  delegated task could benefit the person.For example, develop a specific skill that is needed to get promoted. 4. Delegate the entire task to one person. This gives the person the responsibility, increases their motivation and avoids ambiguity in accountability. Otherwise, different people will have different ideas about who does what when. 5. Set clear goals and expectations. Be clear and specific on what is expected. Give information on what, why, when, who and where. Be prepared to accept input from subordinates. Confirm and verify task goals and expectations. 6. Delegate responsibility and authority.Ensure that the subordinate is given the relevant responsibility and authority to complete the task. Let the subordinate complete the task in the manner they choose, as long as the results are what you specified. Be willing to accept ideas from the subordinate on task fulfillment. 7. Provide support, guidance and  instructions. Point subordinates to the resources they may need to complete the task or project. That could be people they need to coordinate with,  crucial information or  be willing to be a resource his/herself. 8. Take personal interest in  the progress of delegated task.Request to be updated on the progress of the task, provide assistance when necessary. Be careful not to be intrusive; giving the perception that he/she does not trust the subordinate. Keep communication lines open, regular meetings on large tasks can provide this ongoing feedback. 9. If he/she is not satisfied with the progress, don’t take the project back immediately. Rather, continue to work with the employee and ensure they understand the project to be their responsibility. Give advice on ways to improve. This ensures accountability and dependability. 10. Evaluate and recognize performance.Evaluate results more than methods. Analyze cause of insuff icient performance for improvements and recognize successes as soon as possible. AC 3. 2 Assess how you can improve your own ability to delegate and empower others. Here are some suggestions for improving one’s own ability to delegate and empower others (Credit Research Foundation, 1999): 1. Understand the purpose of delegating very clearly. 2. Decide specifically what one can delegate. Generally delegate as much of ones work as possible. 3. Recognize that subordinates will make mistakes. Make sure they understand what they are to do.Be willing to take blame for mistakes that may be made. 4. Clarify what he/she is delegating. Agree on what the task is and how much â€Å"power† he/she is delegating to them to perform a particular job. Also, let others know of the arrangements so that proper cooperation will be extended to get the job done. 5. Most important,  follow-up. Remember that although you have delegated responsibility and empowered others to get the job done, he/she still have the final accountability for the job. Ask his/her team for progress reports or discuss with them from time to time.Empowerment This newer strategy may in-fact be the culmination of all the points above. Simply put, empowerment is delegation taken a step farther. In delegation, the supervisor is not only accountable for the results, but also assumes some responsibility since in most cases the delegated tasks most often are the job of the supervisor. Empowerment is the total, unmistakable passing on of responsibility to a person or team to accomplish a job or perform a process. As coach or supervisor, one have to maintain accountability for the overall outcome or results of the process.Empowerment brings with it a challenge for the organization to provide state-of-the-art systems, education, tools and most importantly support to the team for maximum performance. Applying empowerment frequently shifts ownership of a function or process from a traditional supervisor to a group, and with that ownership transfer; pride, job satisfaction, motivation and creativity develop. References Barter M, Furmidge ML. UAP: issues relating to delegationand supervision. J Nurs Adm. April 1994;24:36-40 BuerhausPI, Needleman J, Mattke S, Stewart M.Strengthening hospital nursing. HealthAff. Credit Research Foundation, (1999), www. crfonline. com. Roebuck, Chris. (1998). Effective Delegation. New York: American Management Association. September-October 2002;21:56-64. Straub, Joseph T. (1998). The Agile Manager's Guide to Delegating Work. Bristol, VT: Velocity Business Publishing. UK’s NMC’s Council (6 December 2007), Standards of conduct, performance and ethics for nurses and midwives for implementation. Yukl, G. (1998). Leadership in organizations (4th ed. ). Englewood Cliffs, NJ: Prentice–Hall.

Ethics Vs. Biomedical Ethics - 950 Words

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Customer Discrimination in Restaurants Dining Frequency...

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Essay on Slave Country Book Review - 818 Words

Book Review 1 Slave Country: American Expansion and The Origins of the Deep South Adam Rothman Cambridge, Mass. : Harvard University Press, 2005. 312 pages Slave Country Slave Country, is a book on early America and it tells the story of the rapid growth of slavery in the newly formed states. Slavery slowly disappeared from the northern states and the importation of captive Africans was prohibited. But, at the same time, the countrys slave population grew, new plantation crops appeared, and several new slave states joined the Union. Adam Rothman explores how slavery grew a staggering amount in a new nation formed by the principle of equality among free men, and tells the consequences of U.S. expansion into the region†¦show more content†¦Slave Country is and interesting take on slaveholding in the southern states and how it became not only common but also something to celebrate. This book notes the fears of people who believed in a great slave uprising conspiracy and how they came into being. Slave Country was good at pointing out the formation of the three dominant slave states and their ideology on slavery being both morally just and crucial to the economy. I believe, Rothman set out to explain why slavery expanded under the control of members of the revolutionary generation, and why it expanded particularly into the regions of the Louisiana Purchase. I am personally not into history books very much and this book reinforced that fact. I am though interested in history though, and that was what kept me going with Slave Country. Even though the read was slow and at times hard, the information that was being told was that of a newly formed nation and the beliefs of freedom were at that particular time. It is interesting to learn all of the facts, which this book so prevalently has, but it was more rewarding to have a knew found idea of how hard of a struggle it was to gain freedom for slaves and to form a nation that has evolved in to what it is today. If I happened to come across someone interested in the field of history I would definitely recommend this book because it is an eye opener, but the the average person most likelyShow MoreRelatedLincoln s Emancipation Proclamation : The End Of Slavery1301 Words   |  6 PagesLincoln Prize winner, was written by Allen C. Guelzo and published in 2004. In the book, he makes a case that President Abraham Lincoln, through the utilization of the Emancipation Proclamation of 1863, was efficacious in liberating the slaves. His argument varies from others that have visually examined the argument pertaining to the Emancipation Proclamation and whether it did, or did not, efficaciously emancipate slaves during the Civil War. On the antithesis side of his argument are those who do notRead MoreAtlantic Slave Trade: Social and Cultural Impact on the Society1043 Words   |  5 PagesReview of Herbert S. Klein, The Atlantic Slave Trade. New York: Cambridge University Press, 2010. Pp. CCXI, 211. by Cameron M. Cheung May 19, 2012 In The Atlantic Slave Trade Herbert Klein attempts to go into great detail of the inner workings of the slave trade: how it came to be, the parties involved, as well as the social and cultural impacts it had on the society. When thinking of the slave trade previous to this class, I would think to myself how low we as a humanity once became, and howRead MoreTaboo1547 Words   |  7 PagesTaboo: Why Black Athletes Dominate Sports And Why We’re Afraid to Talk About It for my book on minority representation in media. This book embarks on a subject that very few have been willing to discuss openly in the past fifty years. Why is the typical black athlete superior to the white athlete? 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At first glance, the sky and the ship in the background stood out to me above all else. The intensity of the brushstrokes and the colors of the sunlight set the stage for the powerful scene in the water. Between the strong waves in the water and the hands reaching out in desperation, this painting truly captures the horrors of the ships used to transport slaves. One aspectRead MoreThe Abolition of Slavery in Brazil1102 Words   |  5 Pagesespecially slaves received. Whichever way one sees it, the period before its abolition saw a huge boost in Brazil’s economy, mainly down to its vast manpower – 37% of all African slaves traded – a massive 3 million men, women and children. Brazil is famous for its three main exports – sugar, gold and coffee and the discovery, production and distribution of these materials was mainly down to African slaves. After the Portuguese developed the technology to extract sugar from sugarcane, the slaves wereRead MoreThe Struggles and Movement for Black America1646 Words   |  7 Pagesof the United States of American to either limit or bring to an end segregation, discrimination, and isolation to receive equality, as well as civil rights. ESSAY PART TWO: THESIS ARGUMENT II. Body paragraph #1 - Topic Sentence #1 Slavery or slave labor was an event that began in the soon-to-be new land of the United States of America in 1619, when the first English colony received their first shipment of African people that they were forced to become their servants. A. Supporting Evidence Read MoreAnnotated Bibliography Of The Life Of Frederick Douglass Essay858 Words   |  4 Pageseven throughout slavery. He states that most Americans are patriots even if they do not agree with the politics, but rather just a love for their country. It talks about Americans who give selfless amounts of time toward the improvement of America. Buccola, Nicholas. Each for All and All for Each: The Liberal Statesmanship of Frederick Douglass. Review of Politics 70.3 (2008): 400-419. Print. The author talks about how Frederick Douglass slavery led him to appreciate human interdependence and rejectRead MoreIncidents In The Life Of A Slave Girl Summary1734 Words   |  7 PagesJasmine Eguia Reid History 1301 23 October 2017 Book Review: Incidents in the Life of a Slave Girl â€Å"Reader is not to awaken sympathy for myself that I am telling you truthfully what I suffered. I do it to kindle a flame of compassion in your hearts for my sisters who are still in bondage.† With these words, Harriet Jacobs tells her reasons for deciding to make her personal story of enslavement public. Through this book, she is able to reveal the degradation, sexual exploitation, and unique brutalitiesRead MoreThe Real Lincoln : A New Look At Abraham Lincoln1366 Words   |  6 PagesIn Thomas J. DiLorenzo’s book, The Real Lincoln: A New Look at Abraham Lincoln, His Agenda, and an Unnecessary War, he reveals the truth about Abraham Lincoln and attempts to get rid of the myths that many have told. He reveals the agenda of Lincoln and the real purpose behind the Civil War. One question that some have is why did it take a war to end slavery? In the book it is stated that, â€Å"dozens of countries†¦ ended slavery peacefully during the late eighteenth and nine teenth centuries†(x). Many