Global Health Issue and Policy

According to (Bellé, 2015), the P4P model offers health practitioners financial incentives based on their quality outcomes from performing health care service delivery. P4P mainly aim at evaluating the efficiency and quality of several processes carry out during health care delivery. The main focus of this model is to develop particular forms mainly in physician services like successful efforts of mitigation of critical blood pressure, patient transformation in rehabilitation wards (Joynt, 2017), and successful organ transplant as an indication of delivery of quality healthcare services. P4P is geared towards the attainment of clients’ needs, and thus it should be implemented to allow motivation of physicians who deliver to the expectations and penalization of those who fail to deliver the expected service outcomes.

Its implementation in nursing and health care would help in optimizing positive results of patient and reduce the negative results to the barest minimum. Nurse leaders are granted the opportunity to take part in redesigning of service delivery models that emphasize on wellness and prevention of patient crisis such as advent issues. The policy will provide a challenging and a positive shift in a different healthcare system. Therefore, the implementation of P4P is relevant to all hospitals in our country since it is based on the immediate concern of several needs of clients and patients. Its main emphasis is on the wellness of all stakeholders in healthcare system and prevention of current issues affecting healthcare system such as understaffing, medical errors and other adverse events related to health delivery of health services to patients.

Moreover, the implementation of P4P can take place in a short run with the need for less resource investment compared to other issues affecting healthcare. In my experience, I find that my work is more advanced and complex task and is easier when there is assurance of more than usual reimbursements. Therefore, there is the need to implement this policy since benefit gain is one of my moral necessities to discharge my duties attentively and commit to my profession at all times without going tired. The P4P model plan scheme is reliable with my ethical necessities as an enthusiastic nurse and can encourage my commitment to my work. Moreover, the model eradicates oppression and unfairness to nurses where high productive nurses are rewarded based on their extra effort in their performances.

This model aims to attract nurses’ attention in their performance towards the attainment of maximum patient quality service provision across the country. The initiatives recommended in those programs will have effects on physicians desire to perform that would result in adverse behavior thus affecting the quality care of patient care. There is the need for addressing the cause root of the problem and provide a path for the creation of a true, healthcare system driven by quality services. Therefore, the involvement of senators is the way of assuring that the policy involves all members of the public such as health organization, providers, clients and patients who are all public members. (Gilman, 2015), claim that P4P policy implementation would impact the positive contribution of the nurse which is also a cost-saving method.

Furthermore, the implementation of this policy should be based on prioritizing interests of the public and needs of health organization over the federal laws and policies governing it. Moreover, the implementation of this policy at the organizational level would affect organizations and individuals since its integration into the busy schedule would mean requirement of more time to adjust to the needs. It will require multitasking among the task force to ensure the efficacy of this policy and at the same time soft operation in the organization thus leading to their training. Interventions The decision maker has only two options for responding to my proposed policy of change advocating for the utilization of P4P payment strategy. The first option is to withdraw my proposal which could be driven by; the decision maker may feel that the time is yet to bring about such changes, or the proposed policy may have been previously applied and failed and that would mean that it would be regarded with reservation.

However, withdrawal or reservation decision would negatively impact the public health where health practitioners would carry on with their conventional performance methods. The success of Policy Brief The implementation success of P4P payment model will impact the government, healthcare system, institutions and public in various ways. The first level of success is education and sensitization of the taskforce on the importance of the proposed policy that will change stakeholder’s perception of the problem of sub-optimal value or minimum health care services. It will also alter the attitude about nursing career among the public, and as stated by (Donoso, 2015), it will impact health providers’ attitude towards their profession as an enjoyable occupation owing to the advanced motivation upon exceptional performance.

Additionally, there will be long-term impacts of P4P to all stakeholders such as delivery of quality services to clients, increased motivation among nurses and health providers and advanced methods of mitigating the outbreak of diseases, etc. The P4P system will likely motivate more students to enroll in the nursing career. The second principle would include urging all stakeholders to bring in all their ideas and necessary resources and time for attainment of desired changes. Finally, the third principle would entail mobilizing all stakeholders to gather together all necessary resources for the achievement of the proposed policy. Approach and Collaboration The first step of approaching RWJF would include sending letters and emails to managers from different locations within the country.

The letter would mainly aim at managing the decision and the purpose their preference to other institutions. Therefore, the letter would also be an inventory letter of RWJF to introductory and briefing meetings featuring long term and short term preparation on the way towards implementation of the P4P policy. Finally, action will be based on research by gathering all necessary presentations data valuables. Responsibilities All stakeholders at all level will be involved in the action. (Granata, 2015), states that nurses will be assigned to the role of advocating the policy of change at organizations level. Nurses will inform their management of their needs and other matters on the ground necessary in the implementation of the policy. The decision makers will be representing the interests of the task force in higher authority and provide nurses with resources they need to accomplish their tasks such as facilities and transports.

There will be the selection of professionals and sources of finance that will help detect possible strengths and weaknesses levels of stakeholders in achieving the policy of changes. Finally, successful implementation of P4P policy model will result in enhanced client results owing to motivated and committed health staff. The strength of each Approach The top-down model involves the management making decisions and passing them to the player team thus making it time-saving and cost-effective. The style will empower the administration to integrate these resolutions into organizations’ aims and objectives. The bottom-up model offers the player team to take an active part in decision-making process. That would impact their productivity at work or result in poorly made decisions due to lack of sufficient tie to commit to their planning role towards implementation of the P4P plan.

Hence, the top-down approach is the most effective approach to utilize in the planning of the P4Pprogram that will impact Public health across the country. References Baxter, P. E. , Hewko, S. Health policy, 119(8), 1096-1110. Bellé, N. Performance‐related pay and the crowding out of motivation in the public sector: a randomized field experiment. Public Administration Review, 75(2), 230-241. Connolly, K. & Cunha-Cruz, J. The pay-for-performance incentive program in a large dental group practice. The Journal of the American Dental Association. Donoso, L. M. F. , Tsugawa, Y. , Zheng, J. , Orav, E. J. S. , Wilson, I. B. , & Becker, E. R. , Sheingold, S. H. , Conway, P. H. , Goodrich, K. , Moller, A. C. , Tutty, M. A. , Williams, G. Does training on performance-based financing make a difference in performance and quality of healthcare delivery? Health care provider’s perspective in Rungwe Tanzania.