Case study leadership

 

Explain how culture can affect perceptions of team members in a group.
Discuss strategies for working with leaders or team members who originate from a different culture than you.
Expound on the significance of using the best type of verbiage to communicate with other members of a team in order to prove successful in task completion.
Share the benefits of connecting with humor to build team camaraderie.
Explain how personality traits, social factors, and styles of leadership can affect the competence and loyalty of a team member.
Determine the different career options an employee might consider when having trouble working with a cohort or leader of a department.

 

Sample Solution

Case study leadership

Society is becoming increasingly globalized, which means that employees often work with people from different countries, religions, cultures and background. This diversity provides the workplace with unique perspectives and opportunities, as employees can bring new ideas and processes to the table that may not have been thought of before at the company. However, sometimes cultural differences can also pose some teamwork challenges. Cultural differences affect teamwork as a result of three key areas: (1) Communication styles – in some cultures, it is considered rude to speak directly, whereas in others it is encouraged. This can cause miscommunication, resentment and confusion. (2) Hierarchy and power – equality in the workplace is the norm in some cultures, whereas in others the structure is more hierarchy. (2) Risk and decision making – in some cultures, making a decision requires more data and information than others. Some employees may have a low tolerance for risk and not want to commit to making a decision without having context or details.

theory, how is the VBP model expected to generate savings? What evidence has been reported that indicates whether the model is or is not working as planned? What challenges and opportunities are associated with implementing the model? To date, what are the key lessons learned about characteristics associated with successful implementation of VBP models?

The Centers for Medicare and Medicaid Services (CMS) developed the Bundled Payments for Care Improvement (BPCI) Advanced model to test bundled payments for 32 specific episodes and to incentivize participating providers for decreasing care costs and improving care quality for Medicare patients receiving care for one of these 32 clinical episodes.1 This model is entirely voluntary, consists of a single retrospective bundled payment with a 90-day clinical episode duration, and places more risk onto the providers than previous BPCI models.1
There are seven quality measures for BPCI Advanced, including all-cause hospital readmissions, advance care plan, and CMS patient safety indicators that are used to measure the quality of care and reimbursement level for each episode.1 To identify reimbursement level, CMS compares the aggregate Medicare fee-for-service (FFS) expenditures included in a clinical episode against the episode’s target price to determine whether the participant will either receive a payment or be required to pay CMS. If the provider keeps costs below the target price for each episode, financial savings will be generated through this value-based payment (VBP) model, in addition to the improvement in the quality and continuity of care for Medicare patients. At this time, BPCI Advanced results are not yet available in order to determine the extent of the gains/losses realized in this VBP model.2
Implementation of BPCI Advanced for providers that have used past BPCI models, particularly BPCI Model 3, would be less challenging than for providers who have not, due to preestablished networks and pathways for continuity of care for some clinical episodes as well as familiarity with the program.2 In addition, many providers will be interested in participating, as BPCI Advanced qualifies as an Advanced Alternative Payment Mode

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