FRINK Linked Data Fragments server

Matches in SemOpenAlex for { <https://semopenalex.org/work/W2101988585> ?p ?o ?g. }

• W2101988585 endingPage "9" @default.
• W2101988585 startingPage "9" @default.
• W2101988585 abstract "DR. TELLIS-NAYAK is a vice president at My InnerView, which promotes an evidence-based approach to quality in long-term care. He has a doctorate in sociology from Michigan State University. As a professor, researcher, and consultant, he has taught medical sociology and gerontology. DR. TELLIS-NAYAK bears responsibility for references to research and other literature cited in this series. References pertaining to specific data drawn from the archives of My InnerView are proprietary and may not be used in any fashion without the written authorization of My InnerView. Two complementary initiatives recently have begun to take hold in nursing homes. Culture change, as the first is labeled, is now part of long-term lingo and is adopted in its many variations in not a few facilities. Its goal is to shift nursing home priorities away from institutional efficiencies and to focus them on a person-centered culture. An evidence-based approach (EBA), the second initiative, neatly dovetails into the first and adds to it a methodological dimension. A facility journeying toward a new person-centered culture is spurred on and guided by its mission and vision. An EBA translates that vision into measurable goals; it lays out the route that will take you to them, and sets the milestones that track and benchmark your progress toward your destination. Culture change plus EBA: a marriage made in long-term care heaven. The evidence-based approach is both a theoretical perspective and a methodological approach. The objective, data-driven path to quality that it recommends to you illustrates its theoretical bent: ▸ Always keep your goal in mind, not only as a motivating vision, but as a measurable target that can be attained. ▸ Devise a strategy whose effectiveness you can precisely calculate. ▸ Track exactly how much progress you make toward your goal. To guide you along that data-driven path, EBA supports you with an array of tools and templates. The most important among these is the monthly scorecard. The monthly scorecard may look like a simple monthly progress report. In reality, it is a mighty tool with unbounded potential to advance strategy, to improve performance, to educate, to strengthen morale, and to evoke commitment. The monthly scorecard, in essence, is a map of a select set of key, interlinked measures that best summarize your facility's mission. You set your target around each measure and you track your progress on it each month. The monthly scorecard configuration can be set up to suit a facility or a multi-facility organization. My InnerView, which promotes EBA in long-term care, assists more than 2,000 facilities where its proprietary Web-based Quality Profile provides the framework for performance improvement. As a version of the monthly scorecard, the Quality Profile is a facility's monthly health report along six dimensions: quality of life as judged by residents and families; quality of care derived from key quality initiatives; staff commitment based on four measures; compliance with state standards as computed from state survey results; and financial health. My InnerView offers each facility corporate and external benchmarks that rank facility performance against that of its peers. The benefits of monthly scorecards cannot be overstated; they extend into every operation of a facility. ▸ The monthly scorecard helps managers to be very clear and precise when they define goals, formulate strategy, and make a commitment that is evaluated by the progress made each month. ▸ The monthly scorecard helps managers stay focused on the big picture. When endless issues and concerns compete for their attention, the monthly scorecard ensures that managers do not lose their perspective or priorities. By charting a facility's road map on a single sheet, it draws their attention to subtle but significant changes in that road map that may call for priority action: How is the decline in quality initiative scores this month linked to the slide in the staff commitment last month? As it links priority to activity, the monthly scorecard supports planning, budgeting, and performance management. The monthly scorecard can play a major role in staff orientation and in-services. It can inform and educate the staff about the facility's goals and strategies and the part they play in them. To ensure that the monthly scorecard becomes a part of the long-term care facility's culture, each department and team may be asked to determine what each will contribute to its success, and how that contribution will be measured. Staff and department evaluations, as well as bonuses and rewards, may be tied to the facility's success as reported by the monthly scorecard. Effective managers communicate the monthly scorecard results to the entire facility. They post it in strategic places, focus on it on every occasion, make it part of the facility vocabulary. Effective managers also use the results to celebrate success. The Quality Assessment and Assurance Committee can serve as the champion of the monthly scorecard. The committee uses the monthly scorecard to frame its agenda and as a guide when it explores the patterns and correlations that show up in it. The monthly scorecard is in effect the unfinished autobiography of a nursing facility. It is a precise expression of a facility's aspirations and a record of its strengths and shortcomings. It tells you how far the facility has advanced toward its goal and its plans in the coming months. The monthly scorecard helps the facility to both know and understand itself, as well as to take account of the way it is perceived and appreciated by its staff, its residents, their families, and sometimes by state surveyors. The monthly scorecard does much more than merely impart self-knowledge; importantly, it builds solidarity of purpose among its constituents, it demands accountability and commitment from them, and above all, keeps them focused on their mission and purpose. These virtues make EBA an incomparable ally of long-term care facilities that are engaged in a cultural transformation." @default.
• W2101988585 created "2016-06-24" @default.
• W2101988585 creator A5018129321 @default.
• W2101988585 date "2007-01-01" @default.
• W2101988585 modified "2023-09-25" @default.
• W2101988585 title "Scorecard Measures Culture Change Goals" @default.
• W2101988585 doi "https://doi.org/10.1016/s1526-4114(07)60010-9" @default.
• W2101988585 hasPublicationYear "2007" @default.
• W2101988585 type Work @default.
• W2101988585 sameAs 2101988585 @default.
• W2101988585 citedByCount "0" @default.
• W2101988585 crossrefType "journal-article" @default.
• W2101988585 hasAuthorship W2101988585A5018129321 @default.
• W2101988585 hasBestOaLocation W21019885851 @default.
• W2101988585 hasConcept C111472728 @default.
• W2101988585 hasConcept C138885662 @default.
• W2101988585 hasConcept C144024400 @default.
• W2101988585 hasConcept C144133560 @default.
• W2101988585 hasConcept C15744967 @default.
• W2101988585 hasConcept C159110408 @default.
• W2101988585 hasConcept C162324750 @default.
• W2101988585 hasConcept C162853370 @default.
• W2101988585 hasConcept C17744445 @default.
• W2101988585 hasConcept C187736073 @default.
• W2101988585 hasConcept C199004533 @default.
• W2101988585 hasConcept C202444582 @default.
• W2101988585 hasConcept C2777011882 @default.
• W2101988585 hasConcept C2779530757 @default.
• W2101988585 hasConcept C2780233487 @default.
• W2101988585 hasConcept C33676613 @default.
• W2101988585 hasConcept C33923547 @default.
• W2101988585 hasConcept C36289849 @default.
• W2101988585 hasConcept C39549134 @default.
• W2101988585 hasConcept C67674302 @default.
• W2101988585 hasConcept C71924100 @default.
• W2101988585 hasConceptScore W2101988585C111472728 @default.
• W2101988585 hasConceptScore W2101988585C138885662 @default.
• W2101988585 hasConceptScore W2101988585C144024400 @default.
• W2101988585 hasConceptScore W2101988585C144133560 @default.
• W2101988585 hasConceptScore W2101988585C15744967 @default.
• W2101988585 hasConceptScore W2101988585C159110408 @default.
• W2101988585 hasConceptScore W2101988585C162324750 @default.
• W2101988585 hasConceptScore W2101988585C162853370 @default.
• W2101988585 hasConceptScore W2101988585C17744445 @default.
• W2101988585 hasConceptScore W2101988585C187736073 @default.
• W2101988585 hasConceptScore W2101988585C199004533 @default.
• W2101988585 hasConceptScore W2101988585C202444582 @default.
• W2101988585 hasConceptScore W2101988585C2777011882 @default.
• W2101988585 hasConceptScore W2101988585C2779530757 @default.
• W2101988585 hasConceptScore W2101988585C2780233487 @default.
• W2101988585 hasConceptScore W2101988585C33676613 @default.
• W2101988585 hasConceptScore W2101988585C33923547 @default.
• W2101988585 hasConceptScore W2101988585C36289849 @default.
• W2101988585 hasConceptScore W2101988585C39549134 @default.
• W2101988585 hasConceptScore W2101988585C67674302 @default.
• W2101988585 hasConceptScore W2101988585C71924100 @default.
• W2101988585 hasIssue "1" @default.
• W2101988585 hasLocation W21019885851 @default.
• W2101988585 hasOpenAccess W2101988585 @default.
• W2101988585 hasPrimaryLocation W21019885851 @default.
• W2101988585 hasRelatedWork W2096608900 @default.
• W2101988585 hasRelatedWork W2101699625 @default.
• W2101988585 hasRelatedWork W2147268281 @default.
• W2101988585 hasRelatedWork W221093615 @default.
• W2101988585 hasRelatedWork W2227569685 @default.
• W2101988585 hasRelatedWork W2252335561 @default.
• W2101988585 hasRelatedWork W2320806031 @default.
• W2101988585 hasRelatedWork W2748952813 @default.
• W2101988585 hasRelatedWork W3037575054 @default.
• W2101988585 hasRelatedWork W3092135673 @default.
• W2101988585 hasVolume "8" @default.
• W2101988585 isParatext "false" @default.
• W2101988585 isRetracted "false" @default.
• W2101988585 magId "2101988585" @default.
• W2101988585 workType "article" @default.