Training and Development in a small businesses

Litigation against health care providers can happen due to a myriad of factors. This assignment examines malpractice and intentional torts. Review the following article and background materials.

Sohn, D. (2013). Negligence, genuine error, and litigation. International Journal of General Medicine, 6, 49-56. Retrieved from the Trident University Library.

You are a new practice manager in a small medical practice made up of individual providers. For a monthly “lunch and learn” session, you have been asked to prepare a presentation examining the more common forms of litigation against practitioners. Prepare a PowerPoint presentation addressing the following questions. You must include thorough speaker’s notes.

Case Assignment

1. Explain the difference between negligence (malpractice) and battery (an intentional tort).
2. Identify and explain the four elements of proof required in a negligence tort case.
3. What is vicarious liability and how is it different from individual liability?
4. Explain malpractice or “tort” reform. Why is it of importance and what are some of the remedies that are considered in tort reform?
5. What are the ethical responsibilities of a medical practice in relation to negligence and battery? Be sure and include a discussion of ethical principles.

Assignment Expectations

1. Conduct additional research to gather sufficient information to justify/support your presentation.
2. Limit your response to a maximum of 10 slides (title and reference slides are not included in this total).
3. Support your paper with peer-reviewed articles, with at least 3 references. Use the following link for additional information on how to recognize peer-reviewed journals:
   Angelo State University Library. (n.d.). Library guides: How to recognize peer-reviewed (refereed) journals. Retrieved from https://www.angelo.edu/services/library/handouts/peerrev.php
4. You may use the following source to assist in formatting your assignment:
   Purdue Online Writing Lab. (n.d.). General APA guidelines. Retrieved from https://owl.english.purdue.edu/owl/resource/560/01/
5. For additional information on reliability of sources, review the following source:
   Georgetown University Library. (n.d.). Evaluating internet resources. Retrieved from https://www.library.georgetown.edu/tutorials/research-guides/evaluating-internet-content
6. This assignment will be graded based on the content in the rubric. 

 Instructions

Your Leadership Reflection Journal should exhibit a personal reflection of your present leadership competencies and also possible adjustments that could be made to your leadership approach. Importantly, your Journal entry should be in light of the various concepts that have in covered each week in the course. Also of importance, the Leadership Reflection Journal should be far beyond a mere casual discussion. It should demonstrate a high level of understanding and should also provide adequate integration of authoritative sources as assigned for reading each week.

• You should integrate other scholarly sources, most preferably to review literature retrieved from the University research library.
• Your weekly Leadership Reflection Journal should be no less than one page and no more than two pages in length.

Assignment Objective

• Each week you will be required to submit a Leadership Reflection Journal.

Assignment Purpose

• This journal should be written in the first person and should be critically reflective. As such, you will discuss the most important concepts that you have learned throughout the week and how those concepts may be applied to your leadership career.

How important are excellent leaders to organizations? Well, the answer, in theory of course, would be very important. However, the answer as practiced by countless organizations might indicate otherwise. Only 38 percent of organizations have a formal frontline leadership development program in place. It’s important for organizations to commit to strong leadership development, and it’s particularly important for organizations to begin grooming their Gen Y employees to move into critical leadership positions. Why? Within 10 years (by 2025), these Millennials are set to comprise 75 percent of the global workforce. That’s why organizational leadership development programs are absolutely essential. Let’s look at what some companies are doing to prepare the next generation for leadership.

Excellent leaders have to be developed and cultivated.

3M’s leadership development program is so effective that it has been one of the “Top 20 Companies for Leadership” in six of the last seven years and ranks as one of the top 25 companies for grooming leadership talent according to consultant Hay Group. What is 3M’s leadership program all about? A few years ago, the company’s former CEO and his top team spent 18 months developing a leadership model for the company. After numerous brainstorming sessions and much heated debate, the group finally agreed on six “leadership attributes” that they believed were essential for managers to have in order for the company to become skilled at executing strategy and being accountable.  Those six attributes included the ability to: develop a plan and implement that plan; motivate and rouse others; be ethical and trustworthy and abide by the rules; achieve outcomes; strive for excellence; and be a capable and creative innovator. The company has continued to reinforce its pursuit of leadership excellence with these six attributes.

Other companies, such as Ernst & Young, start early in recruiting and investing in future leaders, often going after talented college freshmen who have leadership potential. They take the best talent and involve them in various leadership development programs both while in school and after graduation. Deloitte, another company rated high for its leadership development programs, is deeply committed to helping its Millennial employees learn and absorb the leadership skills they will need to lead the company in the future. It starts with a very specific recruiting strategy for hiring Millennials and continues with a yearlong “Welcome to Deloitte” program. This program is all about teaching this age group client-management skills and team-building skills, and offering professional development opportunities. And, not surprisingly, it’s done largely through social media using interactive experiences such as role-plays, simulations, games, and a tool to help these employees track their first-year tasks.

At Facebook, the first Millennial-run organization to become a Fortune 500 company, leadership development is designed around the needs of a fast-moving, fast-growing company. The head of leadership development at Facebook says that the only way leadership development works there is by making it consistent with the types of engineering tech types that comprise the company. Engineers are concerned only with “what works.” And it’s the same for any type of leadership development to be successful here; the focus has to be on what works. Also, since Facebook is an extremely flat organization with few levels of management, employees find out early on that in order to get anything done, they’re going to have to be able to influence and inspire people. That’s why leaders at Facebook don’t have to be convinced of the need for people skills. They won’t survive long without them.

Prepare a 2-page paper answering the following questions.  Remember, use 10-12 pt font and APA format!  Feel free to bring in outside data/sources, but please provide citations and a list of references.

1. Why do you think that there’s a huge gap in theory (what we know we should do) and practice (what we’re actually doing) of leadership development?
2. What are some reasons that companies might not be addressing Gen Y leadership development programs?
3. Three different types of organizations are described here: 3M is primarily a manufacturing organization. Ernst & Young and Deloitte are professional services organizations. Facebook is a tech company. Compare and contrast their differing approaches to Gen Y leadership development.

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Unit 4 Assignment 1: Quality Care and Criteria Measures

Unit outcomes addressed in this Assignment:

• Describe how criteria sets/core measures contribute to the management of care in the U.S. healthcare system
• Evaluate how health care policy-making both directly and indirectly impacts the national and global healthcare delivery systems
• Appraise current laws and standards related to health information initiatives
• Perform quality assessment including quality management, data quality, and identification of best practices for health information systems

Course outcomes assessed in this Assignment:
HI230-2: Assess the legal and ethical considerations related to managing health information and governing a healthcare institution.