Nursing Home Culture Change Essay

1772 Words Dec 25th, 2012 8 Pages
Nursing Home Culture Change:
How It Benefit Your Bottom Line

Kevin Do
University of Connecticut
Management of Long Term Health Care Organizations
Professor: Brandon Munson
Date: 11/01/2012

This paper will discuss the culture change in long term care industry focused on nursing homes in America. Also, the methodologies of culture change will also be addressed. In the end, what culture change will benefit the nursing homes and how it helps managers to manage their bottom lines. A case study on a real nursing home was analyzed in this paper.

Nursing Home Culture Change:
How It Benefit Your Bottom Line
In the United States, nursing homes play vital role in delivering long term care (LTC) to people in an effective
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Real life case
The CC initiative launched by the Beverly Healthcare (Grant, 2008) - one of the leading nursing home chains in the US – was the first time that a huge national level for-profit nursing home chain executed the culture change. The framed culture change is known as resident-centered care. Since this CC was implemented by a national for-profit corporation, this CC was particularly notable in the nursing home industry because all of the previous culture changes had been implemented by nonprofit organizations in limited number of nursing home facilities. The CC involved introduction of new organizational practices, resident life quality improvement, and creation of better worksite environment for staff. The organization could not achieve significant short term financial gains. However, the basic objectives of any culture change in the nursing home industry are based on long term goals. Referring to this, health care experts opine that the resident-centered care is successful today. Given the fact that the nation’s majority of nursing homes are owned or operated by for-profit organizations, the CC implemented by the Beverly Healthcare is very inspirational for the culture change movement. According to the author, this CC gave specific focus to five major areas including “permanent staff assignment, culture change awareness, informal leadership behavior, resident-directed behavior, and leadership team behavior” (Grant, 2008). It is found that

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