Cost-effectiveness Case Assignment

Cost-effectiveness Case Assignment

Cost-effectiveness Case Assignment

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Submit a 3- to 4-page paper utilizing the selected policy from Week 1, (week 1 health policy was death pronouncement by nurses) analyzing the impact of financing and budgetary issues. In addition to this week’s resources, perform an informal literature search on the funding of your policy. Include at least two articles that discuss cost-effectiveness and cost controls pertaining to either your policy or nursing practices in general. Use these resources to respond to the following prompts: · Describe how the policy is funded and annual costs of continuing the policy for the last year. · Analyze any financial and budgetary efforts developed or being proposed to contain costs. · Relate current cost-containment strategies, including regulations, managed care efforts, or other financial and budgetary initiatives. · Describe how the financing of your policy impacts health outcomes and the role of the nurse in the workplace. · Support your responses with evidence. Support your ideas or those of others with references from the professional nursing literature. Refer to the Application Assignment Rubric prior to submission. Additional information about acceptable resources is found in the rubric.

Cost-effectiveness analysis (CEA) is a form of economic analysis that compares the relative costs and outcomes (effects) of different courses of action. Cost-effectiveness analysis is distinct from cost–benefit analysis, which assigns a monetary value to the measure of effect.[1] Cost-effectiveness analysis is often used in the field of health services, where it may be inappropriate to monetize health effect. Typically the CEA is expressed in terms of a ratio where the denominator is a gain in health from a measure (years of life, premature births averted, sight-years gained) and the numerator is the cost associated with the health gain.[2] The most commonly used outcome measure is quality-adjusted life years (QALY).[1]

Cost–utility analysis is similar to cost-effectiveness analysis. Cost-effectiveness analyses are often visualized on a plane consisting of four-quadrants, the cost represented on one axis and the effectiveness on the other axis.[3] Cost-effectiveness analysis focuses on maximising the average level of an outcome, distributional cost-effectiveness analysis extends the core methods of CEA to incorporate concerns for the distribution of outcomes as well as their average level and make trade-offs between equity and efficiency, these more sophisticated methods are of particular interest when analysing interventions to tackle health inequality.

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only 200 words reply to the discussion post 8

I have attached the one references but the other reference you should have access. no plagiarize, spell check, and check your grammar. Please only use the attached references below. Only 200 word

The discussion post is below

Motivating your employees is not an easy task but it is doable. There are factors that need to be taken into consideration. Many employees fear the wrath of their managers. (Ryan 2016), hostility and fear are two sides of the same coin. Naturally a manager will blame his employees if he or she cannot figure out how to unleash the natural motivation that his or her team members would bring to work if they could. If an employee is given a chance to perform and show their aptitude, then this can motivate them. (Ryan 2016), people will amaze you with their commitment and output when you give them a safe space to bring themselves to the job. Complaining about employees performances can also make them feel un-motivated. Managers who complain about unmotivated employees don’t see how they are personally getting in the way of their team’s performance. When a team’s forward motion is blocked, it is always a leadership problem—no exceptions.

According to research they are different types of Lazy employees. (Boitnott 2016), someone who is lazy is a disastrously bad employee. It is impossible to motivate someone who just doesn’t want to work, leaving a business owner with no other choice but to discipline and dismiss. You have the Vanisher who seems to be nowhere in sight or takes a lengthy break. The Victim is the “my dog ate my work” type of victim. The Procrastinator which is given a project with a deadline but seems to never reach the intended goal. The Delegator is the type that avoids work and pushes it off to someone else. The Troublemaker finds way to avoid work and stir drama within the office. A few years ago, our “temporary” administrator decided to move some of his employees over to different departments but this ended as a disaster. Our area was given six employees that were part of a department that was dissolved. They were brought over as advisors. As the senior advisor, I was given the task of helping with training them. They were given lists of students in which they had to contact them and get them to come to the school and register. These lists were not long and they were given about 2 weeks to start a process of contact. They were supposed to make contact through email or phone calls. When we met at the end of the second week, each one made contact with about five students! They had enough time but were always looking for an excuse to do something else or they had to go to another department or talk to someone in HR or whatever the excuse, it wasn’t to complete the work. After three months, they were all moved to several other departments and I was so happy because it was unbearable.

The Plan

Daisy’s dilemma can be easily solvable. I suggest her leader sit with her and discuss a plan to help her feel motivated. Perhaps the issue is not based on work; it could be a personal dilemma. Daisy needs to be motivated by a leader that encourages employees to help with ideas and give her a role to help her feel useful. A Transformational Leadership Style would definitely be the right leader. (Brehse 2017), the transformational leader motivates followers with the promise of tangible reward, intrinsic motivation-a sense of purpose and excitement about getting the job done. These leaders have a clear vision and are skilled at conveying this vision to their followers. With this type of motivation, Daisy will definitely get out of her rut and progress and feel she is a part of a group.

Reference

Antoni, C. H., Baeten, X., Perkins, S. J., Shaw, J. D., & Vartiainen, M. (2017). Reward management: Linking employee motivation and organizational performance. Journal of Personnel Psychology, 16(2), 57–60. https://doi-org.proxy-library.ashford.edu/10.1027/…

 

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Surveillance and Rapid Needs Assessment During Disasters

According to the Centers for Disease Control and Prevention (2012), “…it is important to conduct surveillance to determine the extent and scope of the health effects on the affected populations…Public health surveillance during a disaster allows for the detection of potential disease outbreaks and track disease and injury trends.”  In public health emergencies, decisions need to be made in a very short period, which is very different than a standard epidemiological investigation.

Please answer the following:

– Discuss a scenario (your experience if possible) when an attempt to control health problems was implemented.  Be sure to focus on the health of a community, rather than the individual patients. 
– How are rapid needs assessments used during disasters and emergencies?

>>>should be supported by at least two references.<<<

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Biggest Challenges Facing Organizations in the Next 20 Years

Faculty Note: For students taking this course online, if there is a hardship for any student in being able to secure a microphone to complete this assignment, the student is allowed to use the notes section of PowerPoint to write a narrative of what they would say if actually presenting / narrating.

Write an eight (8) slide presentation in which you:

  1. Provide a title slide (as indicated in the format requirements below) followed by a slide with an introduction to your presentation. 
  2. Presentation should include your choice of the five (5) challenges you believe organizations will face in the next twenty (20) years. Only include one (1) challenge and your explanation for choosing that challenge per slide for a total of five (5) slides. 
  3. Provide one (1) summary slide which addresses key points of your paper. 
  4. Narrate each slide, using a microphone, indicating what you would say if you were actually presenting in front of an audience. 

Your assignment must follow these formatting requirements: 

  • Format the PowerPoint presentation with headings on each slide and three to four (3-4) relevant graphics (photographs, graphs, clip art, etc.), ensuring that the presentation is visually appealing and readable from 18 feet away. Check with your professor for any additional instructions. 
  • Include a title slide containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date.

The specific course learning outcomes associated with this assignment are:

  • Understand human behavior in organizations and the forces shaping that behavior while analyzing the individual differences within those organizations and their impact on organizational behavior. 
  • Analyze the facets of organizational culture, including influences and functions, challenges related to changing the culture, and the impact of culture on organizational performance.
  • Use technology to research issues affecting organizational behavior in order to deliver assignments which are clear, concise and have proper writing mechanics.
  • Write clearly and concisely about operations management using proper writing mechanics.