MUST BE IN AMA FORMAT,
PLEASE INCLUDE DOI IN REFERENCE.
THIS ASSIGNMENT HAS 2 DIFFERENT QUESTION S
412 WORDS EACH QUESTION
1. Borkowski N, Meese KA. Organizational Behavior in Health Care. 4th ed. Burlington, MA: Jones & Bartlett Learning; 2021.
PLEASE USE THE ABOVE REFERENCE FOR ONE OF YOUR REFERENCE IN QUESTION 1
QUESTION NUMBER 1
Read the case study below. In your discussion board post, describe French and Raven’s five sources of power. In the case study, who has power(s) and why?
Just before quitting time, Joe, the hospital’s health information department manager, watched his three new trainees struggling with the complicated electronic medical records software they had to learn to use to do their jobs. Across the room, Betty, who was an expert with the software, was preparing to leave for the day, her tasks done ahead of time as usual. Also, as usual, she gathered up her belongings and left without saying goodbye to any of her coworkers. “There goes the answer to my problem, ” thought Joe. “If only I knew how to reach her.” With her expertise and experience using the system, Betty would seem to be an ideal coach for the new employees. However, she has backed off from taking on training duties when Joe had asked her. Her reasons were that she wasn’t comfortable telling anyone else what to do, didn’t want the responsibility for someone else’s work, and preferred to work by herself at her own job.
Joe was stunned by her refusal; he enjoyed helping his coworkers and felt it was why he had advanced to department manager last year instead of Betty, who had more seniority and experience with the company than he did. Since her work was excellent, Joe hesitated to make it an “either you do what I want or you’re in trouble” situation; he believed employees worked best at what they wanted to work at. But his problem still remained: There was no money in the training budget and no other employees as skilled with the system as Betty was. Was there an approach to convincing her to help that he hadn’t thought of?
As Betty walked to the hospital’s parking lot, she thought, “How could Joe think I would lift a finger to help him. I should have been the one promoted to department manager last year, not him. I’m the one with seniority and the necessary experience. In fact, I was the one who trained Joe when he first joined the hospital! That he has a master’s in health information management and it should not have been the determining factor, but obviously, senior management thought so when they selected him over me! I could not care less what happens from this point forward. I only have five more years until I can retire with my full pension. As long as my work continues to be excellent there is no way Joe can upset my plans. Not that he could since he hardly understands the complexity of the software we use since it requires a person with a lot of technology knowledge and experience.”
OBJECTIVE ( THIS IS JUST OBJECTIVE NOT THE QUESTION FOR THE ABOCE CASE)
Differentiate between the concept of “power” and “leadership” as applicable to organizational behavior.
QUESTION NUMBER 2
A practice plan is specific to your job. It’s the documents that govern how you practice medicine (hopefully more than a job description). Examples would be your supervisory agreement with your physician, list of tasks/procedures that you can/cannot do, state laws, etc. (If you are not practicing clinically, you may use a previous job or a colleague’s job.)
The perfect PA practice plan–does it exist?
– What are the important elements of a PA practice plan?
– Should the practice plan be specific or general?
– What elements or components should be omitted?
OBJECTIVES FOR THIS QUESTION
A practice plan is a document or set of documents that govern how a PA practices medicine. This may be called different names in different places. It may be required in some settings/locations and not others. All PAs should have some sort of written documentation that describes what they are/are not allowed to do in a given setting, the role of the physician, and other key aspects of their position. This module explores the PA’s current practice plan compared with an ideal practice plan.
learning objective iconObjectives
Compare and contrast your current practice plan with an ideal practice plan.
Develop modifications to your practice plan that will enhance your ability to practice at the top of your license.
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