U.S. Health Care System: Constantly Changing and Transforming - Essay Sample

Introduction

The health care system in the U.S. is constantly under review and encounters transformations and regular change at each level. The effect of these continuous changes inside social and health care administrations influences pretty much every part of the health care organizational culture, the manner in which staff work and how every organization plans and health care delivery system is delivered for the benefit of the local communities and service users. The primary service provision goals and aims for social and health care division have changed throughout the reforms and policies alterations in the past years' thus heavy occurrences of many transformations in the health care system. According to World Health Organization (n.d), a health care system that is well functioning with the integration of functionalities within the organization depends mainly on a well-trained infrastructure, adequate funding, motivated and trained health care workers, evidence-based policies, reliable supply of technologies and medicine and strong health places. U.S. health care system faces different challenges, mainly the complexity and costly care services in addition to finances, reforms and policies, and other market forces as mentioned earlier that requires continuous changes, adaptation and improvement. In this assignment, I will examine in-depth how can health care organizations apply leadership and management theories in addressing HIM (Health Information Management) or market forces.

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According to Halligan et al. (2010), leadership is frequently accepted to be the response to the issues which slows down or impede progress. Without a doubt, leadership assumes an exceptional job in actualizing change and improving organization functionalities, yet obligation regarding the provision of services cannot stop with the organization leaders alone as there exit other external factors influencing the advancement of an objective. Forefront administrators are effectively looking for counsel and direction on these progressions and how to actualize them. What almost everyone would like is a clear and practical change theory which explains what changes organizations need to make and how they should make them. Burnes likewise argues that a large number of the speculations accessible are befuddling and opposing and seem disconnected from the real world and practice. Bennis (1969) separates between hypothetical changes, which spotlight organizational changes and practical impactive factors, and theoretical changes, which spotlight on how change can be achieved and oversaw in organizations in general.

The leadership and management are significant for good health care services delivery. Even though the two are comparative in certain regards, they may include various kinds of skills, outlook, and behaviors. Efficient and effective managers ought to endeavor to be great leaders and great leaders, need effective management theories and skills. Existing related literature has examined the need for leadership and management for the quality delivery of care services. It has been contended that both management and leadership are comparative; both have their very own character. X expresses that leadership is just a single job of the administrator, and Y finds that management is the capacity to guarantee the organization smooth running, and it does not imply the leadership of manager.

Generally, market forces can be defined as the economic factors affecting the availability, demand of, and price of a commodity in this case care services delivery. There is a customary conception that healthcare organizations are not quite the same as other economic sectors and that it is shielded from the competition of demand-side (Barros et al. 2016). Patients are known in overall to work in obscurity and not choosing healthcare facilities dependent on outcomes. According to (Barros et al. 2016), this common conception is challenged by a research design by Amitabh Chandra which based on the data, the market of healthcare delivery is not different from any other markets. In funded services and health research competitive environment, health caregivers are expected to make decisions. Either participate in the existing competitive markets or build an uncompetitive market space. There exist only four possible actions. Reduce factors that ought to be decreased well beneath the present standard. Raise factors that ought to be raised well over the present standard. Eliminations of components that we underestimate and ought to be eliminated, or build unique and functional creatable factors. In the world of business, one needs to think about three classifications of client: mongrel lease client, the individuals who decide not to be clients and those into the great beyond who have never chosen the business offered services. One should then enhance to build profitability and productivity. Innovation and adaptations must be portrayed by convenience and simplicity, lessen risk; however, though stay appealing always, and upgrade the workplace. Thus, healthcare organizations are no exception as the organization leaders have to take into consideration competitors, technology, and economy, among other forces (Barros et al. 2016).

Irrespective of the emergence of various leadership theories, the following are some of the theories that integrate the functionalities of an organization and distinguishes followers from leaders. They include great man theory, situational theory, transactional theory, trait theory, transformational theory, contingency, participative, and behavioral theory. These leadership and management theories can be applied differently in addressing the mentioned above market forces in an organization.

In healthcare organizations, there are two categories of care provider competition. They include competition in the healthcare market among healthcare providers and market competition. In this case, healthcare market competition as a market force benefits patient since it assists in cost containment, encourage innovation, and improve healthcare delivery quality. To the receivers of the care services, competition or in other terms supply-demand form of market forces is beneficial based on the aspects as mentioned above, but on the other hand, competition put healthcare organizations under a lot of pressure in adapting and innovating ways of maintaining its competitive advantage (Federal Trade Commission, n.d). As a result, some organizations engage in anticompetitive and unethical conducts that can negatively harm the consumers of the care services provided. To address these competitions/supply-demand market force, healthcare organizations should reinforce policies and reforms based on the following five tenets;

Make more great customer care value in the delivery of care services in the healthcare marketplace using HIM or technology and engaging consumers with more data relating to the quality of care services offered.

Provision of guidance to healthcare professionals, pharmaceutical companies, insurers, healthcare products sellers, healthcare facilities, and other healthcare providers institutions to conform with U.S. antitrust laws.

Give progressively affordable medical coverage alternatives for all Americans by establishing an open, comprehensive private healthcare market for medical coverage and supplanting the markets of state-by-state with multistate demands (Minter, 2009).

Engaging all U.S. citizens in taking the functioning role in their healthcare services by committing them to get medical coverage through either their private or employer market and creating awareness on the importance of community or employer-based prevention and care programs.

Offer medical coverage and aid to the people with low income, uninsured Americans to make a steady and secure open safety net.

The advancement accomplished in the social and healthcare division represents that the objectified objectives by the organization are being met. Change implementation frequently includes administering various contending needs, just as dealing with demands from outside sources (competitors, technology and financials) and employees who are impervious to the proposed changes and view them as a wellspring of stress (Kerber and Buono 2005). Managing change is a difficult situation that is a disadvantage to most organizations. It can impact on individuals' sense of connection and identity. This can make large amounts of tension for individuals and, thus, individuals may oppose the change. Health leaders should be skilled and adaptable at overseeing unpredictable and emergent change. Research has demonstrated that leaders persuading staff towards change is hard, and by imparting the requirement for change successfully and continuing any enhancements that the change has accomplished after some time.

Conclusion

In conclusion, the direction towards an individual focused methodology will guarantee that the change procedure stays mainly as per the USA health and safety regulations, which is to empower individuals to live whole and progressively satisfied lives. By setting an accentuation on engagement and partnerships with communities, it will be conceivable to expand the probability for finding out about the advancing needs of care service users. Leadership and management theories should be assessed and monitored for viability long with an alternate course of action, thus making it easy for healthcare organizations to adapt and innovate based on the organizations experienced market forces.

References

Barros, P. P., Brouwer, W. B., Thomson, S., & Varkevisser, M. (2016). Competition among health care providers: helpful or harmful? https://link.springer.com/article/10.1007/s10198-015-0736-3

Bennis, W. G. (1969). Organization development: Its nature, origins, and prospects. https://eric.ed.gov/?id=ED037622

Federal Trade Commission. (n.d). Competition in the Healthcare Marketplace. https://www.ftc.gov/tips-advice/competition-guidance/industry-guidance/health-care

Kerber, K., & Buono, A. F. (2005). Rethinking organizational change: Reframing the challenge of change management. Organization Development Journal, 23(3), 23.

Minter, S. (2009). Competitive Disadvantage: Health Care Costs Spells Trouble for U.S. Companies. https://www.industryweek.com/workforce/competitive-disadvantage-health-care-costs-spell-trouble-us-companies

Van Dooren, W., Bouckaert, G., & Halligan, J. (2010). Performance management in the public sector. Routledge. https://www.taylorfrancis.com/books/9780203030806

World Health Organization. (n.d). Health Systems: Key Expected Results. https://www.who.int/healthsystems/about/progress-challenges/en/