Scenario Number #1

Identify the Problem:

Analyze the Problem and Ethical Considerations:

Statement of the current situation that is both descriptive and objective (University of Phoenix, 2017).

What is the issue?

The majority of employees believe management is clueless about their daily tasks and has no system in place for them to voice their complaints about the workplace as a whole.

Two, they are under pressure to up­ code and aggressively pursue payment from patients.

Third, morale is low, and employees have been leaving in droves.

-The challenge at hand calls for the right kind of model for analyzing it, one based on brainstorming and getting to the bottom of things, employing a mix of quantitative and qualitative techniques called triangulation (Ledlow, 2018).

-The problem, as far as the staff is concerned, is that management consistently underestimates the amount of work they actually do. Taking into account the duties and responsibilities of each employee.

-Is upper management familiar with the tasks connected with each position and the time needed to do them?

-How do workers express dissatisfaction with their workplace?

-Does the company have a policy in place for employees to share their concerns about the workplace that may use some updating?

-Examine the moral implications of the situation: ­ Is there real pressure coming from administration to up­code and aggressively pursue payment from patients?

-If this is the case, it could lead to moral dilemmas and legal violations. It is possible for the federal government and individual patients to file lawsuits against and financially damage Happy Cardiology Services.

-As a result, morale is low, employees are looking for new jobs, and the company's bottom line is taking a hit.

-Likewise, if employees who leave the company express dissatisfaction in public, it can hurt the company's reputation as a whole.

– A health leader's best bet is to make the most informed call feasible given the available data (Ledlow, 2018).

Solution #1

Potential Positive Effects:

Potential Negative Effects:

Implementation of an open door policy program

1. Comfortable and Relaxing Environment

environment

2. Employees have quick and easy access to management and administration at all levels.

3. Helps keep employees happy and management happy by fostering

employees

4. Supports productive dialogue in the workplace

5. Prompts workers to consult their superiors when they need guidance with their work.

Solution #2

Potential Positive Effects:

Potential Negative Effects:

Building a mechanism to recognize and reward employees for their hard work and dedication.

1. Raise the Mood of Your Staff.

2. Productivity at a very high level.

3. Creates a loyal workforce.

4. Cheap from a monetary standpoint.

5. Reducing Employee Turnover and Quitting.

1.Favoritism

2. Problems with infighting and squabbling among workers.

3. Employees may be less motivated to put in extra effort if they only receive prizes and recognition once a year.

4. Heavy financial burden on the company

Solution #3

Potential Positive Effects:

Potential Negative Effects:

Quality control and regulatory compliance at the federal level

1. Primarily, avoiding legal trouble

2. Compliance with the Federal False Claims Act (FCA)

3. Reduce the risk of financial damages caused by FCA violations

4. Avoiding suspension from the Medicare and Medicaid provider networks

Solve moral problems (Centers for Medicare and Medicaid Services, n.d.).

1. Requests for medical documents are made on a regular basis to prove a need for treatment.

2. A sluggish charging procedure is the second problem.

3.Cost overruns

4.Bad Debt Generation