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Annotated Bibliography

590 Words3 Pages

1. Leung R. C. (2012). Health information technology and dynamic capabilities. Health Care Manage Review, 37(1):43-53. doi: 10.1097/HMR.0b013e31823c9b55. PubMed PMID: 22129850. The journal article written by Leung provides valuable information concerning the dynamicity of health information technology. Leung detailed the necessary resources and capabilities for organizations in implementing health information technology (HIT) and provided three distinct forms of health information technology, electronic medical records, telemedicine, and social media. Furthermore, the article identifies the difference among these three forms of HIT and the benefits of each in terms of improving the dynamic capabilities of …show more content…

The article also details about a revolution in the way that the safety and quality of health care are measured and perceived by those who offer and receive health services through the innovation of information technology. In addition, the article provides valuable information about the meaningful use standards and effects on health quality, efficiency, safety, and access.

3. Giltinane, C. L. (2013). Leadership styles and theories. Nursing Standard (Royal College of Nursing (Great Britain): 1987), 27(41), 35. Giltinane defines leadership and the role of leaders, as well as different leadership styles and theories. Some of the details included in this paper are emotional intelligence, self-awareness, social awareness and social skills that play a great role in developing the effective leader and successful leadership. Giltinane also identifies three leadership theories, namely, transactional, transformational, authentic, autocratic (an example of transaction leadership), and conceptual leadership theory and provides the detail differences among them.
4. Pinnington, A. H. (2011). Leadership development: Applying the same leadership theories and development practices to different contexts? Leadership, 7(3), …show more content…

Taylor, B. M. (2015). The integrated dynamics of motivation and performance in the workplace. Performance Improvement, 54(5), 28-37. doi:10.1002/pfi.21481 This article discusses the relationships between people and the barriers that affect motivation to work and to perform substantial tasks at the workplace. Taylor (the author) examines work environment such as organizational culture, management style, goals and values, job demands and support, and incentives and rewards. The study was conducted from the perspective of contextual level and interact at the situational level. Overall, Taylor studied the impacts of an environment at the workplace in relation to motivation.
6. Ţicu, D. (2013). Theories of motivation in public policies process. Procedia - Social and Behavioral Sciences, 92, 925-929. doi:10.1016/j.sbspro.2013.08.778 The journal article provides some theories of motivation that are applicable in public and private decision-making processes. In this article, Ticu wrote about the theory of the hierarchy of needs (Maslow’s Hierarchy of Needs), Herzberg’s Two-factor Theory, intrinsic motivational factors, and extrinsic motivational factors in decision-making processes. The study analyzes whether the motivation of the decision makers is influencing or can influence the decision-making process based on the extrinsic or intrinsic

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Success will be measured by assessing improvements in accessibility, efficiency, and clinical outcomes. CHQ will recruit and collaborate with experts in digital health to identify and implement feasible solutions that address the challenges faced in healthcare delivery. Revolutionising the delivery of clinical care and research aligns with CHQ's commitment to providing cutting-edge healthcare services and advancing healthcare innovation. CHQ plans to implement digital health technologies within the next 18 months and conduct regular assessments of their impact on accessibility, efficiency, and clinical outcomes over 5

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Sources Sayles, B. N., (2013), Health Information Management Technology: An Applied Approach. Chicago: American Health information management Association.

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Retrieved from https://catalyst.nejm.org Harrison, J. (2016). Essentials of Strategic Planning in Healthcare (Second ed.). Chicago, IL: Health Administration Press. HFMA Learning Solutions, Inc. (2018).

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Throughout the past decades, many acts have been passed in support of health information technology and the adaptation of such technology. Two of those acts, the HIPAA (health insurance portability and accountability) Act and the HITECH (Health Information Technology for Economic and Clinical Health) Act, focus on protecting patient health information and utilizing health information technology. Although these acts bring about many positive changes within the healthcare industry, there are some downsides regarding the implementation of these acts, as there are with many acts that are passed. Both of these acts provide security to patient health information, however, the HITECH Act contributes more to the utilization of the electronic health

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Synopsis: Continuity of Operation Plan (COOP) for Change Healthcare Technological progress is essential in creating the conditions for service delivery, operational efficiency, and Healthcare outcomes during rapid evolution. In line with the digital transformation revolution, Change Healthcare uses Internet technology to transform the healthcare system for all stakeholders, making it more affordable, effective, and accessible. Given the impact on healthcare delivery and its broader implications, this study examines Change Healthcare's strategic reliance on digital technology by providing an overview of the organizational structure, mission, and extensive dependence on the Internet. The importance of having a solid Continuity of Operation Plan (COOP) has never been greater, particularly

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The use of technology and innovation is transforming the delivery of adult care services, with the potential to improve efficiency, quality, and accessibility of care. Leaders and managers must embrace technology and innovation to streamline processes, enhance communication, and improve the overall quality of care. This may involve implementing electronic health records, telehealth

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In examining the article, “Job Redesign for Expanded HIS Functions,” by Elizabeth Wayman, we see interesting challenges for Health Information Services departments, as their mandate to organize complicated, expanding amounts of data within a digital context is pushed for rapid implementation. It is a managerial challenge that might seem overwhelming to some managers, and the pressure is high. As well, both privacy and shared access demands are crucial, and it is information with many categories and cross-categories compiled together. Wayman writes that simply urging health information professionals to work harder or to “work smarter” results in extraordinary amounts of workplace stress in this complicated situation, and so other systems must be developed (Wayman, 2011). However, the need to see results is not only important, lives could depend upon it.

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Technology is helping us to connect health care delivery with public health to improve the health of the U.S.

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Although motivating employees can be a challenge, a number of theories about motivation at work can be used as a basis for creating practices, procedures and processes to affect employee

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Based on what I learned this week about how technology has impacted education within the health and human services industry, technology has shaped educational experience. The technology itself has revolutionized the way we communicate process and access information, and it has reduced healthcare wastage. Clinical healthcare communication can be access by patients and doctors across the globe. Video conferences have created a global platform to share knowledge quickly and conveniently. When using communication technology health facility can improve efficiency and quality of care.

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Regional Health Information Organizations (RHOIs) are part of a larger initiative to find innovative means of controlling and streamlining healthcare costs. The concept of RHOIs gained popularity as a means to support the role of health information technology (HIT) in improving efficiency, safety, and quality of care (Adler-Milstein, McAfee, Bates, & Jha, 2008). However, RHOIs continue to be plagued with concerns, including a high failure rate and inability to remain financially viable (Adler-Milstein, Bates, & Jha, 2009). Therefore, ambiguity follows the real value of RHOIs and the role of RHOIs in future HIT development. The purpose of this paper is to explore RHOIs across the continuum of advantages and disadvantages as well as barriers

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The intrinsic motivators are likely to have a deeper and long-term effect because they are inherent in individuals. These kinds of incentives are largely a result of the worker's satisfaction with his or her job. To sum up, intrinsic motivation originating from within the person or from the activity itself, affects behavior, performance, and well-being positively (Ryan & Deci, 2000). On the other hand, extrinsic motivation is said to exist when behavior is performed to attain externally administered incentives. Extrinsic motivation is related to “tangible” incentives such as wages and salaries, fringe benefits, cash bonuses, security, promotion, wall plaques, free dinner or movie tickets etc.

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Dubrin (1978), suggests that motivation regards the strength of effort applied to achieve a goal of the organisation. Bennet (1991), suggests employees motivation to work involves both unconscious and conscious, forces drives and influences - these factors cause an employee to want to fulfil goals. In simple terms, Tiernan and Morley (2013), management concerns the concentration on the achievement of the organisations goals through the use of both financial and human

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Motivation is essential for a group as well as an organization. In the eyes of the leader of organization McDonald’s, authorizing and inspiring staff members to do the best in their job and they’re capable of helps create job satisfaction, lowering gross revenue in an industry that has a standing for stimulating its employees. In addition, a glad, stable workforce not just conveys better customer service; it is likewise more compelling at building deals and attracting repeat business. There are five concentrate benefits of employee motivation which Mc Donald’s approached at: 1. Improved Productivity 2.

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Motivational theory. Motivation can be defined as one wish to fulfill a goal which is connected with the energy and one’s determination to fulfill it. There are two driving factors of motivation. The first one is intrinsic motivation which means that it comes from within a person. The second one is extrinsic motivation which means that it is the outside forces which is not controlled by an individual (Cherry, 2015).

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