MHA

MHA FPX 5016 Assessment 2 Information System Job Description and Summary MHA FPX 5016 Assessment 2 Information System Job Description and Summary Student Name Capella University MHA-FPX 5016 Introduction to Health Information Systems Prof. Name Date Health Information Management Job Description and Summary Introduction The healthcare sector is experiencing swift transformations, especially with the integration of electronic health records (EHRs). To manage these changes effectively, healthcare organizations require a strong health information management system that ensures data accuracy, protection, accessibility, and compliance. Vila Health Independence Medical Center is actively seeking a Health Information Manager to oversee its EHR system and ensure adherence to meaningful use guidelines. Organization’s Need The transition to electronic health records has made the role of a certified health information manager increasingly vital in ensuring that Vila Health’s data is managed and protected according to meaningful use guidelines. The expansion of health information technology is reshaping the operational landscape of healthcare organizations. As of 2017, more than 98% of hospitals in the United States had demonstrated meaningful use or had adopted, implemented, or upgraded their EHR systems (Health IT, 2017). Vila Health requires a health information manager to handle the rising IT demands. This role involves organizing, overseeing, and safeguarding patient health information, which includes symptoms, diagnoses, medical histories, laboratory results, and procedures, ensuring the data’s quality, accuracy, accessibility, and security (Mayo Clinic, n.d.). Meaningful use has specific objectives that healthcare professionals and hospitals must meet to qualify for CMS incentive programs. These objectives include enhancing quality, safety, and efficiency, reducing health disparities, engaging patients, improving care coordination, and maintaining privacy and security (Mushtaq, 2015). The health information manager will ensure long-term compliance with meaningful use by monitoring workflows and integrating processes. Vila Health’s Independence Medical Center must transition away from paper-based processes, as EHRs have fewer errors and allow multiple users to access files from any location (USF Health, 2021). Successful integration of EHRs is crucial for ensuring quality, safety, and efficiency, enabling real-time communication and data sharing among practitioners (Nexhealth, n.d.). This issue was identified by Vila Health’s Quality Assurance Manager, emphasizing the need to hire the right candidate to address these challenges and ensure long-term compliance with meaningful use and current incentive programs. Attracting the right candidates requires a clear understanding of the position requirements in the job advertisement. Financial Impact Hiring a new health information manager has significant financial implications beyond their salary. The costs of hiring a new employee include recruiting, training, employee benefits, and salary (Davies, 2020). Recruitment expenses encompass job advertising, drug screenings, background checks, and the time cost of internal recruiters reviewing resumes and interviewing candidates. On average, a company spends $4,129 per hire (Society for Human Resource Management, 2021). Training a new employee is a costly investment, with companies spending an average of $1,286 annually on training, which can take up to 42 hours to complete (Mueller, 2021). The average nationwide salary for health information management is $76,762 (ZipRecruiter, n.d.). Benefits can add 25% to 40% to the salary (Boston Business Journal, n.d.). To gain leadership buy-in, it is important to highlight the benefits of hiring a Health Information Manager. Technology can enhance operational efficiency and reduce healthcare costs. By integrating all systems, the Health Information Manager can lower administrative expenses (Siddhartha, 2019). A unified system can facilitate faster data retrieval, leading to quicker diagnoses and treatments. Conclusion Vila Health Independence Medical Center needs a Health Information Manager to maintain compliance with meaningful use guidelines and address compliance gaps identified by the Quality Assurance Manager. This role will not only enhance efficiency but also reduce costs. Hospitals with EHRs have been found to lower their average costs by 12% (Highfill, 2019). Job Description: Health Information Manager Duties and Responsibilities Skills Education and Experience Requirements Improve information systems and processes used by practitioners. Quality focus Bachelor’s degree in Health Information Management (HIM), Business, or a related field Ensure accuracy through thorough data collection and input. Knowledge of medical terminology HIM Certification Communicate and train staff about best practices for data input. Ability to work in fast-paced environments Knowledge of CPT, ICD, and HCPCS coding techniques Develop codes to protect data, fix bugs, and address glitches or data corruption. Regulatory compliance 4+ years of experience Perform audits to ensure compliance with state and federal guidelines. Proficiency in Excel, PowerPoint, Word, and EHR Systems   Analyze data to identify trends and inefficiencies.   References Boston Business Journal. (n.d.). How much does an employee cost? Retrieved from https://web.mit.edu/eclub/hadzima/pdf/how-much-does-an-employee-cost.pdf Davies, R. (2020, December 28). 7 costs of hiring a new employee for your small business. The Blueprint. Retrieved from https://www.fool.com/the-blueprint/cost-of-hiring-an-employee/ Health IT. (2017, August 1). Hospitals participating in the CMS EHR incentive programs. Health IT. Retrieved from https://www.healthit.gov/data/quickstats/hospitals-participating-cms-ehr-incentive-programs Highfill, T. (2019, March 21). Do hospitals with electronic health records have lower costs? A systematic review and meta-analysis. Taylor & Francis. Retrieved from https://www.tandfonline.com/doi/abs/10.1080/20479700.2019.1616895 Mayo Clinic. (n.d.). Health information manager. Mayo Clinic College of Medicine and Science. Retrieved from https://college.mayo.edu/academics/explore-health-care-careers/careers-a-z/health-information-manager/#:~:text=Health%20information%20manager%20professionals%20not,and%20where%20they%20need%20it Mueller, A. (2021, September 14). The cost of hiring a new employee. Investopedia. Retrieved from https://www.investopedia.com/financial-edge/0711/the-cost-of-hiring-a-new-employee.aspx#citation-6 MHA FPX 5016 Assessment 2 Information System Job Description and Summary Mushtaq, F. (2015, January 24). Ensuring EHR compliance for meaningful use. Healthcare Innovation. Retrieved from https://www.hcinnovationgroup.com/policy-value-based-care/article/13007317/ensuring-ehr-compliance-for-meaningful-use Nexhealth. (n.d.). What does EHR integration achieve? Retrieved from https://www.nexhealth.com/guides/ehr-integration#:~:text=The%20main%20purpose%20of%20getting,and%20no%20loss%20in%20data Siddhartha. (2019, December 16). How Smart Technology Can Help Reduce Healthcare Costs. HATI International. Retrieved from https://www.hatiintl.com/blog/how-smart-technology-can-help-reduce-healthcare-costs Society for Human Resource Management. (2021, July 24). Human capital benchmarking report. SHRM. Retrieved from https://www.shrm.org/about-shrm/press-room/press-release/page/human-capital-benchmarking-reports.aspx USF Health. (2021, November 17). EHR adoption benefits. Retrieved from https://www.usfhealthonline.com/resources/healthcare-analytics/benefits-of-ehr/ MHA FPX 5016 Assessment 2 Information System Job Description and Summary ZipRecruiter. (n.d.). Health Information Management. Retrieved from https://www.ziprecruiter.com/Salaries/Health-Information-Management-Salary–in-Florida Download Free Sample Get Capella University Free MHA Samples MHA FPX 5010 MHA FPX 5020 MHA FPX 5042 MHA FPX 5040 MHA FPX 5016 MHA FPX 5012 MHA FPX 5014 MHA FPX 5017 Get Free Samples of any Class/Assignment

MHA FPX 5016 Assessment 1 Analysis of Electronic Health Records MHA FPX 5016 Assessment 1 Analysis of Electronic Health Records Student Name Capella University MHA-FPX 5016 Introduction to Health Information Systems Prof. Name Date Introduction Meaningful Use (MU) in healthcare signifies the strategic utilization of electronic health records (EHRs) to enhance patient care, safety, and efficiency. This approach involves leveraging EHR technology to improve healthcare quality and outcomes while adhering to specific criteria set by regulatory authorities. MU is vital for contemporary healthcare systems as it encourages standardized practices, supports data-driven decision-making, and boosts patient engagement. Independence Medical Center’s Current State of Compliance Independence Medical Center has achieved compliance with EHR implementation to meet meaningful use objectives. The primary EHR system at the center is Opus, deployed in 2008. However, despite Opus being the central EHR system, it lacks integration with other critical systems such as PACS, CPOE, the pharmacy system, and the lab system. EHR Issues Administration The center confronts several administrative challenges with EHR usage, including issues with billing, supply charge discrepancies, wireless syncing problems, and the extensive training required due to the use of multiple systems. Clinical Management and Staff Clinical staff experience difficulties with EHRs not effectively interfacing with other systems, causing problems in accessing results and managing multiple systems concurrently. Additionally, inadequate support for workflow processes leads to incomplete and unreliable documentation. MHA FPX 5016 Assessment 1 Analysis of Electronic Health Records Upgrades and Improvements To address these issues, the center plans to implement upgrades and improvements that align with MU and the HITECH Act. These enhancements include adopting a more user-friendly EHR system with better integration capabilities, ensuring seamless communication between various systems, and streamlining documentation processes. EHR Improvements/Upgrades Several specific improvements and upgrades are proposed to enhance EHR functionality, including: Proposed Improvement Description Single Screen View Consolidating information into one screen Previous Data Integration Automatically pulling previous patient data into current visits Note Prepopulation Prepopulating notes with relevant information Data Entry Hard Stops Implementing hard stops for required data fields Abnormal Information Highlighting Using different text colors to highlight abnormal information Automatic Test Results Recording Automatically recording test results Drug Interaction and Allergy Alerts Providing alerts for drug interactions and allergies Approaches for Keeping Compliance To maintain compliance with MU requirements, the center plans to conduct yearly training sessions, continually promote MU goals, gradually transition away from paper-based processes, and foster open communication among staff members. References Capella University. (n.d.). Vila Health Activity Analysis of an EHR System. Retrieved from [link] Joneidy, S., & Burke, M. (2019). Towards a deeper understanding of meaningful use in electronic health records. Health Information & Libraries Journal, 36(2), 134-152. [DOI] Mustaq, F. (2015). Ensuring EHR compliance for meaningful use. Health Management Technology, 36(7), 16-17. [DOI] Roman, L., Ancker, J., Johnson, S., & Senathirajah, Y. (2017). Navigation in the electronic health record: A review of the safety and usability literature. Journal of Biomedical Information, (67). [DOI] MHA FPX 5016 Assessment 1 Analysis of Electronic Health Records Thurston, J. (2014). Meaningful use of electronic health records. Journal for Nurse Practitioners, 10(7), 510-512. [DOI] Download Free Sample Get Capella University Free MHA Samples MHA FPX 5010 MHA FPX 5020 MHA FPX 5042 MHA FPX 5040 MHA FPX 5016 MHA FPX 5012 MHA FPX 5014 MHA FPX 5017 Get Free Samples of any Class/Assignment

MHA FPX 5040 Assessment 4 Case Study Presentatio n for Tufts- NEMC MHA FPX 5040 Assessment 4 Case Study Presentatio n for Tufts- NEMC Student Name Capella University MHA-FPX 5040 Health Administration Change Leadership Prof. Name Date Tufts-NEMC Overview Tufts-New England Medical Center (Tufts-NEMC), established in 1796, has faced numerous challenges in maintaining its competitiveness over the years. After a merger with Life Span that lasted for five years, the organization decided to end the partnership. A significant turning point for Tufts-NEMC occurred with the appointment of Ellen Zane, who played a pivotal role in steering the organization towards a new direction. Tufts-NEMC Transformation The organization recognized an urgent need for transformation, which involved identifying key resources, disseminating critical information, and building trust among stakeholders. This approach was essential in creating a cohesive strategy for improvement. Tufts-NEMC TOWS Matrix Threats Opportunities – Resource limitations – Leapfrog Patient Safety Scores – Physician burnout – Patient Satisfaction – Competitive market – Service Expansion Weaknesses Strengths – Large competitors – Community partnerships – Limited staffing resources – Committed Employees – Financial instability – Medical School partnership – Name Recognition Best Practices to Improve Clinical and Nonclinical Outcomes Learn from other organizations: Adopt strategies that have proven effective elsewhere. Define goals and measure outcomes: Set clear objectives and assess progress regularly. Ensure continuity of care and discharge procedures: Improve patient handover processes. Analyze data: Use data to drive decision-making and identify areas for improvement. Customer service and satisfaction drivers: Leverage HCAHPS data to monitor patient satisfaction, focus on communication and teamwork, maintain executive sponsorship, promote transparency, and prioritize patient-centric care. Revenue Implications Hospital quality reporting Reimbursement based on quality CARES Act funding Inflated labor expenses Measurement to Assess Change Concept Indicators Initiatives Financial Expand NEQCA network, involve specialty physicians Empower primary care physicians in leadership roles within NEQCA Customer Maintain HCAHPS scores Conduct daily rounding, engage with employees and patients, and implement post-discharge surveys Internal Processes Protect patient privacy Implement secure health information processes, conduct training sessions to identify vulnerabilities Growth & Learning Strengthen relationship with University Utilize institutional reputation to attract superior students and physicians Assess Organizational Success After Change Improvement in hospital safety grades. Ranked as the 5th best hospital in Massachusetts. Awarded 4 stars for Patient Experience. Conclusion Tufts-NEMC demonstrates how effective leadership can guide an organization towards success. Ellen Zane’s leadership fostered transparency, trust, and active participation, which enabled informed decision-making and the development of meaningful solutions. References Bailey, V. (2021). High-Impact CARES Act Funds Were Disproportionately Distributed. Retrieved from RevCycle Intelligence: [link] MHA FPX 5040 Assessment 4 Case Study Presentatio n for Tufts- NEMC Bhatt, J., & Swick, M. (2017). Focusing on Teamwork and Communication to Improve Patient Safety. Retrieved from American Hospital Association: [link] Bradley, E., Curry, L., & Ramandhan, S. (2009). Using Positive Deviance to Improve Quality of Health Care. Implementation Science. Hersh, E. (n.d). Improving Patient Experience and Reducing Cost by Measuring Outcomes. Retrieved from Harvard T.H. Chan School of Public Health: [link] Intermountain Healthcare. (2017). Finding a Cure for Healthcare’s Staffing Shortage. Retrieved from Intermountain Healthcare: [link] Gallup. (n.d). Strategies for Hospital Leaders: Rounding Right. Retrieved from Gallup: [link] Tufts Medical Center. (n.d.). Recent Awards + Recognitions. Retrieved from Tufts Medical Center: [link] MHA FPX 5040 Assessment 4 Case Study Presentatio n for Tufts- NEMC University of Southern California. (n.d.). 7 Ways to Improve Patient Outcomes. Retrieved from University of Southern California: [link] Download Free Sample Get Capella University Free MHA Samples MHA FPX 5010 MHA FPX 5020 MHA FPX 5042 MHA FPX 5040 MHA FPX 5016 MHA FPX 5012 MHA FPX 5014 MHA FPX 5017 Get Free Samples of any Class/Assignment

MHA FPX 5040 Assessment 3 Case Study Analysis – Part 2 MHA FPX 5040 Assessment 3 Case Study Analysis – Part 2 Student Name Capella University MHA-FPX 5040 Health Administration Change Leadership Prof. Name Date Introduction Tufts-New England Medical Center (Tufts-NEMC) faced a profound financial crisis marked by insufficient insurance contracts, high staff turnover, and ineffective leadership. Ellen Zane was appointed to steer the organization through these turbulent times and redirect its strategic path. The hospital had experienced significant transformations, including a merger and subsequent separation, which led to financial setbacks and operational hurdles. The reduction in patient discharges and the average length of stay compounded their financial challenges. Healthcare leaders are vital in identifying and eliminating obstacles to performance improvement. Structures and Systems Ellen Zane undertook the formidable task of restoring Tufts-NEMC’s financial health and organizational framework. The structure of an organization determines the flow of work and has a profound impact on its performance. Initially, a hierarchical structure was implemented to enable swift decision-making during the crisis. Ellen emphasized the strategic recruitment of talent, empowerment of teams, and the cultivation of transparency and trust through transformational leadership. Her strategy focused on aligning the organizational structure with the institution’s strategic goals. Powers at Play Power dynamics are intrinsic to every organization, with leaders utilizing different forms of power to influence decisions and actions. Ellen wielded legitimate power by virtue of her position but also exhibited expert and referent power through her knowledge, decision-making prowess, and ability to rally support for the organization’s vision. By leveraging various forms of power, Ellen negotiated deals, made critical decisions, and gained stakeholder support. Effects of Changes on Departments and Stakeholders Ellen prioritized transparency and communication to effectively manage organizational changes. She assessed the organization’s mission to guide her decisions, ensuring that changes were aligned with the broader goals. Her transparent communication approach fostered trust and support among employees and the board, facilitating smoother implementation of changes. Ellen’s inclusive approach and appreciation for staff efforts further enhanced teamwork and organizational culture. Effects of Communications on Change Implementation Ellen utilized diverse communication strategies to create a sense of urgency, convey the vision, and engage stakeholders in the change process. Transparent communication regarding the organization’s challenges and financial status fostered a shared understanding among employees. Town hall meetings and regular updates ensured alignment and commitment to organizational objectives. Ellen’s communication efforts were crucial in maintaining momentum and overcoming resistance to change. MHA FPX 5040 Assessment 3 Case Study Analysis – Part 2 Conclusion Change is a constant in organizations, particularly during uncertain times. Ellen Zane’s success at Tufts-NEMC highlights the significance of inspirational leadership, strategic thinking, and effective communication in driving organizational change. By fostering transparency, trust, and alignment, Ellen guided the organization through its crisis towards a promising future. References Abudi, G. (2020, September 22). The 5 Types of Power in Leadership. Retrieved from Quickbase: https://www.quickbase.com/blog/the-5-types-of-power-in-leadership MHA FPX 5040 Assessment 3 Case Study Analysis – Part 2 Sowards, M. (2019, October 4). How Do You Build ‘Referent Power’ Leaders In Your Business? Retrieved from Forbes: https://www.forbes.com/sites/forbestechcouncil/2019/10/04/how-do-you-build-referent-power-leaders-in-your-business/?sh=6816cb597a36   Download Free Sample Get Capella University Free MHA Samples MHA FPX 5010 MHA FPX 5020 MHA FPX 5042 MHA FPX 5040 MHA FPX 5016 MHA FPX 5012 MHA FPX 5014 MHA FPX 5017 Get Free Samples of any Class/Assignment

MHA FPX 5040 Assessment 2 Case Study Analysis: Part 1 MHA FPX 5040 Assessment 2 Case Study Analysis: Part 1 Student Name Capella University MHA-FPX 5040 Health Administration Change Leadership Prof. Name Date Case Study Analysis on South Central Foundation The South-Central Foundation (SCF) experienced profound changes and enhancements under the leadership of Katherine Gottlieb, who assumed the role of Chief Executive Officer in 1987. With a starting workforce of 1,750 employees in June 2014, SCF expanded its services, including the Anchorage Native Primary Care Center and local community health centers. The analysis was guided by the congruence model, which focuses on the organization’s people, structure, work, and culture. Gottlieb’s vision was to create a welcoming and secure environment for Alaska Native and American Indian (AIAN) people, challenging the traditional health system’s status quo at SCF (Cooper, 2023). Elements of The Problem Before Gottlieb’s leadership, SCF was plagued by organizational dysfunction, most notably manifested in extensive patient wait times that averaged 7-9 hours regardless of medical urgency. This inefficiency led to widespread patient dissatisfaction and negative perceptions of the healthcare organization. The absence of a clear vision or mission further compounded these issues, obstructing effective operations and quality patient care. These deficiencies highlighted the critical need for organizational change to enhance healthcare quality and community satisfaction (Gauly et al., 2023). Needs of the Community The community served by SCF faced significant challenges, such as limited healthcare options, prolonged wait times, and a heavy reliance on emergency rooms for all medical needs. This situation posed serious risks to public health, with many community members experiencing inadequate healthcare access and poor health outcomes. Addressing these needs required comprehensive reforms to improve service efficiency, expand facilities, and prioritize patient well-being (Cooper, 2023). Need for Change Gottlieb’s personal experience as a patient underscored the urgency for change at SCF. She initiated reforms aimed at creating a welcoming environment and fostering community partnerships. Through her visionary leadership, Gottlieb led initiatives to bridge the gap between SCF’s current state and its desired future, focusing on employee training, stakeholder engagement, and patient-centered care (Visionary Leadership, Visionary Goals: NPHW@25., 2020). Challenging the Status Quo Gottlieb challenged conventional practices by building alliances with healthcare and political leaders, promoting a culture of innovation and responsiveness. She introduced programs such as the Executive Leadership Experience (ELE) and the Special Assistant Program (SAP) to develop new leaders and drive organizational change. These efforts were aimed at creating a customer-centric culture and strengthening SCF’s infrastructure to better serve the community (Gauly et al., 2023). Conclusion Under Gottlieb’s leadership, SCF transformed from a dysfunctional organization into a model of excellence in healthcare delivery. By prioritizing patient needs, fostering a culture of continuous improvement, and building strategic partnerships, SCF significantly enhanced its service quality and community impact. Gottlieb’s legacy demonstrates the profound impact that visionary leadership can have in revitalizing healthcare systems to better serve marginalized populations (Cooper, 2023). MHA FPX 5040 Assessment 2 Case Study Analysis: Part 1 References Cooper, J. (2023). Instructional Leadership: Building Relationships and Community Partnerships. Knowledge Quest, 52(1), 10-18. Gauly, J., Court, R., Currie, G., Seers, K., Clarke, A., Metcalfe, A., Wilson, A., Hazell, M., & Grove, A. L. (2023). Advancing leadership in surgery: a realist review of interventions and strategies to promote evidence-based leadership in healthcare. Implementation Science, 18, 1-25. https://doi.org/10.1186/s13012-023-01274-3 MHA FPX 5040 Assessment 2 Case Study Analysis: Part 1 Visionary Leadership, Visionary Goals: NPHW@25. (2020). American Journal of Public Health, 110(4), 427-428. https://doi.org/10.2105/AJPH.2019.305501 Download Free Sample Get Capella University Free MHA Samples MHA FPX 5010 MHA FPX 5020 MHA FPX 5042 MHA FPX 5040 MHA FPX 5016 MHA FPX 5012 MHA FPX 5014 MHA FPX 5017 Get Free Samples of any Class/Assignment

MHA FPX 5040 Assessment 1 Interview With a Healthcare Leader MHA FPX 5040 Assessment 1 Interview With a Healthcare Leader Student Name Capella University MHA-FPX 5040 Health Administration Change Leadership Prof. Name Date Interview with a Healthcare Leader The hallmark of successful organizations is having prominent, driven leaders who are organized, proficient, and motivated for success. Such leaders can inspire team members, leadership staff, administrative leaders, and other stakeholders to progress and succeed collectively. Healthcare organizations, in particular, depend on exceptional leaders to uphold high standards individually, corporately, and in patient care. As healthcare continuously evolves, leaders in this field must be agile, flexible, and capable of adapting to rapid changes to maintain high-quality standards. Additionally, they must be adept at navigating political, socioeconomic, and environmental changes to meet regulatory and healthcare standards. Interview with Arshad Khanani, MD: A Healthcare Leader at Sierra Eye Associates Contact Information Name Address Phone Number Arshad Khanani, MD, MA 950 Ryland St., Reno, NV 89502 (775) 329-0286 Organizational, Community, Political, Social, and Global Needs With over 19 years in the medical field as a healthcare leader, ophthalmologist, and retina specialist, Dr. Arshad Khanani joined Sierra Eye Associates more than a decade ago and established the research department, making it one of the leading research clinics in the United States. Sierra Eye Associates is a private practice dedicated to patients with vision-threatening eye diseases, aiming to preserve and improve their vision. As a leader in clinical research, Dr. Khanani is involved in numerous clinical trials to develop new drugs and technologies for patients locally and globally. The mission of Dr. Khanani and Sierra Eye Associates is to drive the latest innovations and provide cutting-edge treatments to patients. While Sierra Eye Associates operates as a local private ophthalmology practice, Dr. Khanani notes that there is no political influence affecting their primary focus on patient care and vision preservation. As a pioneer in clinical research and new technology, Dr. Khanani is driving change and innovation in ophthalmic drugs and devices that could have a global impact if approved and made available worldwide (Wong et al., 2023). Community Wellness and Needs Dr. Arshad Khanani is a vital part of the Northern Nevada ophthalmology community, leading in change and innovation. Serving thousands of patients monthly, he preserves their vision through referrals and consultations with primary care physicians, neurologists, optometrists, disease specialists, and other retina specialists. Dr. Khanani’s ability to accommodate emergency patients regularly, often providing treatment within 24 hours of consultation, has made his practice a trusted resource in the community (Khan et al., 2023). MHA FPX 5040 Assessment 1 Interview With a Healthcare Leader While many ophthalmology practices reject government-funded insurance patients such as Medicaid, Dr. Khanani’s practice accepts these patients, providing high-quality care to the underprivileged population. This inclusivity allows large families with Medicaid insurance to receive timely ophthalmic care, making a significant impact in the community through vision preservation and improvement (Khan et al., 2023). Organizational Success Measurements In the ophthalmology medicine sector, particularly in the vitreoretinal subspace, high-quality care is crucial for long-term success. Successful outcomes benefit the community and encourage patients with positive experiences to spread the word, bringing more patients to the practice. Referring physicians rely on Sierra Eye Associates for urgent ophthalmic care for patients with vision-threatening conditions. Dr. Khanani prides himself on maintaining and improving his patients’ vision daily, a key indicator of measured success (Wang et al., 2022). Organizational and Specific Drivers of Change Dr. Arshad Khanani prioritizes patients, ensuring that all are treated equally and ethically. As the Reno area grows, so does the healthcare burden. Currently the only retina specialist at Sierra Eye Associates, Dr. Khanani plans to hire more retina specialists to better serve the growing community. This expansion is driven by the increasing population and the need to provide more patients with timely care, ensuring the practice continues to prioritize patient care and vision preservation. Effectiveness and Evaluation of Traditional Leadership Models The fast-paced healthcare industry requires agile, flexible leaders who can guide organizations through change management. Change management models provide guidelines for planning and implementing effective change. At Sierra Eye Associates, Lewin’s change management model is used to implement and solidify changes. This model consists of three steps: unfreeze, change, and refreeze. During the unfreeze stage, the organization is prepared for change through communication. In the change stage, changes are implemented. The refreeze stage involves checking in with staff to ensure the changes are effective and properly implemented (Phillips & Klein, 2023). References Khan, H., Aziz, A. A., Sulahria, H., Ahmed, A., Choudhry, N., Narayanan, R., Danzig, C., & Khanani, A. M. (2023). Emerging Treatment Options for Geographic Atrophy (GA) Secondary to Age-Related Macular Degeneration. Clinical Ophthalmology, 17, 321-327. https://doi.org/10.2147/OPTH.S367089 Phillips, J., & Klein, J. D. (2023). Change Management: From Theory to Practice. TechTrends, 67(1), 189-197. https://doi.org/10.1007/s11528-022-00775-0 MHA FPX 5040 Assessment 1 Interview With a Healthcare Leader Wang, R., McClard, C. K., Laswell, S., Mahmoudzadeh, R., Salabati, M., Ammar, M., Vannavong, J., Aziz, A. A., Ewald, A., Calvanese, A. V., Lehman, E. B., Fried, S., Windham, V., Strutt, A., Saroj, N., Arshad, M. K., Eichenbaum, D. A., Regillo, C., & Charles, C. W. (2022). Quantifying burden of intravitreal injections for retinal diseases in the United States: Insights from a multicenter chart review. Retina, 42(8), 1495-1503. https://doi.org/10.1097/IAE.0000000000003143   Download Free Sample Get Capella University Free MHA Samples MHA FPX 5010 MHA FPX 5020 MHA FPX 5042 MHA FPX 5040 MHA FPX 5016 MHA FPX 5012 MHA FPX 5014 MHA FPX 5017 Get Free Samples of any Class/Assignment

MHA FPX 5042 Assessment 4 Team Development Analysis MHA FPX 5042 Assessment 4 Team Development Analysis Student Name Capella University MHA-FPX 5042 Team Development and Personal Leadership in Health Care Settings Prof. Name Date Team Development Analysis Introduction Effective teamwork is crucial for the success of organizations, especially in healthcare, as it enhances efficiency and productivity by utilizing diverse skills, ideas, and experiences (Wooll, 2021). At BPL Plasma, where we collect source plasma for life-saving therapeutic medications, teamwork is vital for optimizing processes and increasing production. In early 2022, we transitioned to the Nexsys Persona PCS Plasmapheresis system to boost productivity, quality, compliance, yield, and donor satisfaction (Haemonetics, n.d.). As the project lead, I oversaw the training and ensured a smooth rollout. Team Setting, Project, and Roles The switch to new machines required comprehensive staff training and a successful implementation. Changes included installing stadiometers for height measurement due to the Nexsys Persona PCS machines’ customized collection volumes, replacing the previous weight-based presets (Haemonetics, n.d.). Training involved hands-on practice and procedure adaptation to the new equipment. New roles, such as Host and Verifier, were introduced to manage donor flow and verify machine parameters, ensuring donor safety. Professionalism Professionalism was key in managing the transition smoothly. Transparent communication with donors about the changes minimized confusion and complaints. Addressing issues promptly and offering inconvenience fees when necessary prioritized donor satisfaction (Indeed, 2021). Development of Professional Values Encouraging professional growth among team members fosters loyalty and high performance. Strategies such as modeling professional behavior, providing feedback, and supporting individual development plans contribute to team cohesion and success (Choi, 2021). Team Alignment BPL Plasma’s mission, vision, and values emphasize patient well-being, integrity, success, teamwork, and dignity. Aligning the team with these principles involves consistent communication and reinforcing the organization’s purpose (Johnson & Beckler, 2021). Coaching Strategies Effective leadership and coaching are essential for team success. Understanding individual strengths and weaknesses, promoting transparency, setting clear goals, and providing constructive feedback are key strategies for enhancing team performance (Center for Management & Organization Effectiveness, n.d.). Conclusion The transition to Nexsys Persona PCS machines presented challenges but also opportunities for growth and development within the team. Effective leadership, clear communication, and commitment to professional values ensured a successful transition and alignment with BPL Plasma’s mission and values. References Center for Management & Organization Effectiveness. (n.d.). 10 effective coaching strategies to drive team success. https://cmoe.com/blog/10-effective-coaching-strategies-help-drive-team-success/ Choi, C. S. (2021, June 1). 7 ways to support employee growth and development. Glassdoor. https://www.glassdoor.com/employers/blog/support-professional-development/ Haemonetics. (n.d.). Plasma Collection. https://nexsyspcs.haemonetics.com/en Indeed. (2021, February 22). Why professionalism is important in every aspect of work. https://www.indeed.com/career-advice/career-development/why-is-professionalism-important Johnson, A., & Beckler, E. (2021, April 27). 3 steps to ensure organizational alignment by keeping the mission and vision front and center. Training Industry. https://trainingindustry.com/articles/leadership/3-steps-to-ensure-organizational-alignment-by-keeping-the-mission-and-vision-front-and-center/ MHA FPX 5042 Assessment 4 Team Development Analysis Wooll, M. (2021, October 25). The importance of teamwork for agility at work. BetterUp. https://www.betterup.com/blog/importance-of-teamwork#:~:text=Teamwork%20in%20the%20workplace%20means,on%20getting%20the%20job%20done. Table 1: Project Roles and Responsibilities Role Responsibilities Project Lead Oversaw training and ensured a smooth rollout. Host Managed donor flow. Verifier Verified machine parameters to ensure donor safety. Table 2: Key Strategies for Team Development Strategy Description Transparent Communication Minimizes confusion and complaints among donors by clearly explaining changes. Prompt Issue Resolution Addresses issues quickly and offers inconvenience fees when necessary to maintain donor satisfaction. Professional Behavior Modeling Demonstrates expected professional behaviors to team members. Feedback and Support Provides constructive feedback and supports individual development plans to enhance team cohesion and performance. Consistent Communication of Values Aligns the team with the organization’s mission, vision, and values through regular reinforcement. Clear Goal Setting Establishes clear, achievable goals and provides constructive feedback to enhance team performance. Understanding Individual Strengths Identifies and leverages individual strengths and weaknesses to promote overall team success. MHA FPX 5042 Assessment 4 Team Development Analysis Table 3: Impact of Team Development Strategies Outcome Impact Enhanced Team Cohesion Promotes loyalty and high performance through professional growth and development. Improved Donor Satisfaction Achieved through transparent communication and prompt issue resolution. Successful Transition Implementation Effective training, role adaptation, and professional values ensured a smooth transition to the Nexsys Persona PCS system. Alignment with Organizational Values Consistent communication and reinforcement of the mission, vision, and values ensure team alignment with BPL Plasma’s principles. Download Free Sample Get Capella University Free MHA Samples MHA FPX 5010 MHA FPX 5020 MHA FPX 5042 MHA FPX 5040 MHA FPX 5016 MHA FPX 5012 MHA FPX 5014 MHA FPX 5017 Get Free Samples of any Class/Assignment

MHA FPX 5042 Assessment 3 Coaching Session MHA FPX 5042 Assessment 3 Coaching Session Student Name Capella University MHA-FPX 5042 Team Development and Personal Leadership in Health Care Settings Prof. Name Date Coaching Session Context As an experienced musician, I have a thirteen-year-old son, Noah, who has been playing the piano since he was six. Our strong rapport stems from my involvement in his musical journey from the beginning. Despite Noah taking piano lessons for several years, his knowledge of music theory and his ability to improvise or compose original music remain limited. Recently, I began teaching him basic music theory and improvisation techniques to enhance his piano playing. Our shared musical aspirations have led us to explore ways to improve our skills and knowledge. The following interview outlines our conversation about Noah’s desire to deepen his understanding of music theory and improve his ability to improvise chords while playing the piano. The Interview Goal Questions Question Response How are you doing with your music, Noah? Things are going relatively well. My piano playing has been slightly improving since our last session together. Can you tell me what has improved since our last session? Before our last session, I would play chords stiffly without adding extra notes to enhance the song. What’s your number one goal for this session? To make my music sound better by playing chords more effectively and filling in the gaps when playing songs. You mentioned playing music better in your “own” style. Can you elaborate on that? I envision myself playing on big stages and creating my music as I get older. Reality Questions Question Response What do you think is the biggest hindrance to your progression in music? Juggling school, homework, chores, and distractions during my free time. What are some ways that you can make music progression more of a priority? Ensuring I play for at least 30 minutes daily. How could you better prioritize music in your daily schedule? Dedicating 30 minutes to practice music before doing anything else. Can you reach your musical goals with your current schedule? Yes, if I make it a daily priority. What would you need to change to make this happen? (Long pause, unsure how to answer) Thinking about your daily routine after school, is there anything you could sacrifice or postpone to prioritize music practice? Practicing before anything else would be the best way to prioritize my music. Do you think you can practice for at least 30 minutes daily? Yes, by making a schedule and following it. What needs to change in your current routine to better reach your goals? Prioritizing music daily. Options Questions Question Response What are some significant changes you want to see in your music? I want to understand how to combine chords to write songs. So, music theory? Yes, and the circle of fifths. What are some ways you can further your knowledge in music theory right now? I can look it up on YouTube or ask you for help. If you had a complete understanding of music theory now, what would you do with that knowledge? I would use it to write my own music. What would happen if you didn’t achieve this goal? I would not progress and likely remain at my current level. Will Questions Question Response What is the most helpful takeaway from this session? Prioritizing music will help me reach my goals and stay on track. How soon do you want to understand musical theory? I aim to gain a basic understanding within three months. Do you feel this goal is achievable? Yes, as long as I practice daily and stay consistent. On a scale of 1 to 10, how motivated are you to reach your goal in the next three months? I would say my motivation is an 8. What might get you off track, and how would you correct yourself? Not wanting to practice daily and not being consistent. Only I can stop myself. What actions do you need to take to reach your goal? I can make a schedule and start following it. How soon do you plan on writing your schedule and starting on it? I can write a schedule starting next week. Why not start sooner? I just figured I could start fresh next week. I would encourage you to start sooner to avoid procrastination. OK, you’re right. How do you feel about reaching your goal now, and what are some obstacles? Learning music theory is challenging, especially in three months. I need to write a schedule and practice daily for 30 minutes, avoiding distractions to succeed. Applying the GROW Model During this coaching session, I employed the GROW model to guide my son. The GROW model consists of four stages: Goal, Reality, Options, and Will. Each stage involved asking targeted questions to help Noah articulate his goals, assess his current reality, explore options for improvement, and commit to specific actions. Our strong bond facilitated a personable and honest conversation, allowing for genuine discussion and accountability. Open-ended questions encouraged Noah to think broadly, while closed-ended questions helped narrow down his answers for greater clarity and focus (Herd, 2015). MHA FPX 5042 Assessment 3 Coaching Session Applying the GROW model involved tailoring each question to ensure relevance and clarity. Some challenges included needing to elaborate on certain questions due to Noah’s age and limited understanding. Despite these challenges, the session was enjoyable and highlighted our shared motivations and the distractions we both face. Coaching Experience Analysis Coaching has been a natural part of my life, particularly since adopting my oldest nephew four years ago. This role has provided numerous opportunities to guide him through adolescence. Through coaching, I have learned the importance of genuine listening and not thinking ahead while someone else is speaking. This realization was evident during the session with Noah, where I occasionally missed his answers while thinking about my next question. Taking a genuine interest in Noah’s daily obstacles is crucial for effective coaching. For

MHA FPX 5042 Assessment 2 Personal Development Plan MHA FPX 5042 Assessment 2 Personal Development Plan Student Name Capella University MHA-FPX 5042 Team Development and Personal Leadership in Health Care Settings Prof. Name Date Personal Development Plan Leaders are vital components of any professional organization striving for growth and success. Effective leaders challenge the status quo, introduce fresh visions, win the hearts and minds of team members, and rally everyone towards common goals aligned with the organization’s mission, vision, and values. Without a future vision, leaders are often seen as managers who maintain the status quo, whereas true leaders push for change and organizational excellence. Leaders inspire change through goal-setting, leading by example, and motivating others. Reflecting on my professional and personal life, I have assumed leadership roles within my immediate and extended family. My family members look up to me due to my drive for success, making informed choices, and advancing my education and career. Additionally, I have consistently reached out to family members in need, offering assistance and guidance to help them improve their lives. I have naturally taken on a life coach role for many years, assisting numerous family members through various challenges. Family members often seek my guidance in difficult situations because I can offer direction, encouragement, and support. While my ability to teach and train others is evident, there are areas where I can still grow both personally and professionally. Self-reflection enables the analysis of one’s actions, attitudes, conduct, personality traits, and performance. Understanding areas of strength is as important as identifying areas needing improvement. Self-evaluation helps identify one’s skills, limitations, and areas of interest (Awan & Silén, 2022). Traits of Effective Leaders Common traits of strong leaders include character, integrity, honesty, trustworthiness, drive, vision, and insight. Self-reflection involves a deeper analysis of one’s credibility, integrity, communication skills, ability to take criticism, mutual admiration, versatility, and other leadership traits. It is essential for assimilating areas requiring improvement, change, and growth. Although assessing areas of weakness can be humbling, it is necessary for personal and professional development. Progressive leaders recognize the importance of a growth mindset and engage in regular self-evaluation and analysis. Continual growth requires vulnerability and an internal inquiry into what is working well and what needs modification. Taking action to improve oneself is a crucial attribute of influential leaders who aim to grow and improve in their own right (Allen & Fry, 2023). Influential, effective leaders must possess strong moral character and a foundation of mutual trust and respect. Different leadership styles can elicit varying levels of commitment from followers or teammates. Being an industry leader requires agility, flexibility, and the ability to overcome obstacles regularly. Industry leaders must adopt a growth mindset, positioning themselves and the company competitively. A growth mindset involves personal and professional development while considering the impact on the immediate team and company. Visionary leaders foster a growth mindset among colleagues through transparent communication, training, and challenging the status quo (Caniëls et al., 2023). When reflecting on my character, integrity, and abilities, I strive to do so without bias, pride, or tainted perspectives. Honest feedback from colleagues or friends provides diverse perspectives and understanding. Leaders desiring growth must view feedback as constructive, correctable, and relevant to their development. Humility is essential, as it involves admitting mistakes and working on areas of deficient character. Dynamic leaders understand the need for constant self-reflection, being slow to speak at times, quick to listen, and measured in action. One of my biggest challenges is making emotional decisions in a professional context. Emotions can mislead and worsen problems if not managed correctly. Honest evaluation is required to understand and modify oneself accordingly (Slonim, 2022). SMART Goals My first personal development goal is to cultivate and enhance a growth mindset in my career and personal life. In my career, a growth mindset focuses on professional insight and the development of my team and organization. It involves keeping track of the organization’s financial and logistical performance, customer satisfaction, complaints, and areas of deficiency. Historically, I focused solely on my personal and professional goals. A growth mindset requires broader thinking, considering teammates, colleagues, associates, and the company. It seeks feedback and views criticism as motivation for improving processes and work methods (Caniëls et al., 2023). The second SMART goal stems from my commitment to my family and balancing my career with being present in my marriage and family life. Success in both requires dedication, time, and attention, necessitating a healthy balance. Previously, I worked 50-75 hours a week, often missing out on vital moments with my children. While career dedication is crucial, I realize the negative impact of not being mentally and physically present. Achieving balance involves shifting focus from work to family during non-work hours. My career logistics have changed, allowing for more family time and productivity at work. In addition to balancing work and family life, finding time for rest is crucial for mental and physical well-being. As a teenager, I kept myself busy with work and productivity, which was considered healthy. However, I never considered work-life balance until recently. As I approach my late thirties, I value my time more and realize the importance of balancing work, rest, and family. Over the past few years, I have come to appreciate the significance of being mentally and physically present for my family. As a father of seven, finding family time valuable is as important as work productivity. My third SMART goal is to continue pursuing my career and education without sacrificing family time. Additionally, finding time to rest is vital for better mental focus. This goal is ongoing, requiring constant diligence and discipline as a father, husband, student, and healthcare professional. Success in this goal is measured daily by being present and giving my best to my family. My next SMART goal is to achieve my master’s degree by the end of February 2024. In the past, I balanced full-time work and school, valuing academic development. I completed my bachelor’s degree at Capella via