Introduction
Kaiser Permanente is an organization that is based in Northern California United States; it is nonprofit incorporated managed health care association. It is committed to help to shape the future of the health care. It was founded by an industrialist Henry J. Kaiser in collaboration with Sidney Garfield in the year 1945. The organization is made of three different groups of entities namely: the Kaiser Foundation Health Plan, the second is Kaiser Foundation Hospitals followed by the autonomous regional Permanente Medical Groups. The organization is focused on the health care and well-being of our members and the society (Kochan, 2009). The people of Kaiser Permanente constantly upraise the state of health care with a progressive products, advancements and services.
Kaiser Permanente is satisfied to offer a new post-doctoral partnership program is an aim to deliver Science Beginning in 2014. The organization has served for more than 60 years of quality services in health care. Kaiser Permanente developed from an industrialized health care programs for shipyard, construction and steel mill workers for the Kaiser industrial companies during the late 1940s. The staff members believe that they came from many distinct backgrounds, but they will take a proactive role in health and well- being of the society. This is made to mean that they do not relay and recommend on the latest researches but they carry and conduct their own research. In their service they treat everyone as family member be it the communities, colleagues or members (Spodnik, Gibbons, & Cleveland, 1987).
. The organization has high expectations on themselves thus they believe in spreading health care more so online or offline via awareness campiness and educational programs.
Strategic plan for Kaiser Permanente
As time goes the world of medicine is changing little by little. The majority members do join Kaiser Permanente because they offer something distinct on their services. According to majority it was stability, safety and freedom for the organization to practice their profession free the business worries of medicines. Permanente Medical Groups have revealed that physicians can effectively manage the costs and quality of health care and do so, on a sustained basis. However the organization creates an environment in which the doctors can organize members care without unnecessary interference (Hendricks, 1993). By improving coordination of care the organization has a strategy by building a solid foundation that enhances on one doctor, one patient at a time.
The base of this foundation is having strength in the principles of group responsibility where by a group of doctors share responsibility for a group of members. In order for the organization to manage their responsibility they have come up with Self-Governance where by group decisions are made and amended by representative processes. In Kaiser Permanente each and every doctor has the right to a voice in group affairs and the professional and economic due process. For self-governed doctors have capability of self-management which means that the Permanente doctors choose the basis for the care for their patients.
In conclusion of developing their strategic plan due to resultant of National Partnership Agreement brought the creation of the creation of Kaiser Permanente partnership Group. The KPPG entails of the senior national leaders of both The Permanente Federation and Kaiser Foundation Health Plan. Its primary aim is a strategy development. To solve critical and difficult issues that are faced by the organization is by having self-confidence which is an important quality for all the staffs since the organization is noble and great (Kochan, 2009). In combination of hard work and self-confidence the organization will never fail.
Nurse staffing
Concerning patient safety in Kaiser Permanente is a vigilant issue. The organization has been recognized internationally and nationally for their reliably providing high-quality health care to their communities and members they serve. The organization nurse staffing levels obey and sometimes exceed state-mandated staffing requirements at the hospitals. For instant to meet the ratios, the organization increase staffing as essential for patients based on the complications of their medical condition and perception (Hendricks, 1993). The organization transforms’ care by focusing on quality and prevention which keeps people healthier. This is usually by preventing diseases and illnesses from happening in first place. For instance as quoted, “in about 10 years ago, Kaiser Permanente members in Northern California have realized a 24-percent drop in heart attacks and a 62-percent deterioration in severe heart attacks, and a 26-percent decrease in stroke mortality in just the past four years.”
The Kaiser Permanente work is to not only improving and saving lives but also resulting in less and shorter frequent in the hospitals. Currently, Kaiser has welcomed nurses to realign staffing. The union has claims that staffing is a long-lasting problem which result in patients being forced to wait the services at the emergency rooms for a long time (Spodnik, Gibbons, & Cleveland, 1987). Nursing at Kaiser Permanente is focused on promoting a healing environment-one that maintains a comforting and caring practice while honoring the unity of the whole patient.
Through the combination of leadership and professional practice, nurses at Kaiser Permanente repeatedly improve the art and science of nursing. But the organization recognizes that what staffs do is more than clinical practice. The doctors believe that every interaction, whether it is with a colleague, a patient, a physician, or anyone else has the potential to be unusual. The nurses find that approaching their daily routine with this in mind gives each and every action new meaning and allows them to focus on the moment empowering them to convey expert care (Hendricks, 1993). No matter where in nursing career, the scope and size of the organization mean nurses have the technology, tools, resources, and support nurses in need to make a lasting impact on the hospital.
Resource management in Kaiser Permanente
This program comprises doctors, health plan partners and nurses who are committed to deliver health care based on the suitability of service and care. The management survey for the best staffs that are attracting and identify the best skills that will align with the organization mission and vision. Staffs work enhance in building teamwork which promotes respect in their environment. This develop enrollment and retaining strategies helps the employees realize their potential while strengthening the organization (Kochan, 2009). Whether the management is specialize in benefits, compensation and recruiting, Human Resources Information Systems (HRIS), or training and development. This helps to hire, recruit, identify, and develop the talent that will define the organization future.
Conclusion
Patient satisfaction: According to national standardization after a survey presented to each patient upon discharge. A hospital wide campaign regularly ensures doors to patient rooms are kept closed to create a noiseless and more restful stay (Hendricks, 1993). Also according to their high professional skills, a vast experience and resources that are in Kaiser Permanente they provide quality work to customer satisfactions.
References
Kochan, T. A. (2009). Healing together: The labor-management partnership at Kaiser Permanente. Ithaca: ILR Press/Cornell University Press
Spodnik, J. P., Gibbons, B., & Kaiser Permanente Medical Center (Cleveland, Ohio). (1987). The 35-plus diet for women: The breakthrough metabolism diet developed at Kaiser Permanente for women over 35. New York: Harper & Row.
Hendricks, R. L. (1993). A model for national health care: The history of Kaiser Permanente. New Brunswick, N.J: Rutgers University Press.
Kaiser Permanente., & Kaiser Permanente. (2003). A provider's handbook on culturally competent care: Asian and Pacific Islander population. Oakland, CA: National Diversity Dept., Kaiser Permanente.
