Over the last few years, most health care facilities have become intensely aware of the need to increase patient satisfaction. However, with today's more consumer-driven market, this can be a daunting task for even the most experienced health care manager. Recent studies indicate that focusing on employee satisfaction and subsequent employee retention may be strong catalysts to patient satisfaction. This study offers a review of how employee satisfaction and retention correlate with patient satisfaction and also examines the current ways health care organizations are focusing on employee satisfaction and retention.
Multiple scenarios were identified in which the X-37 approach and landing test vehicle (ALTV) catastrophically recontacts the B-52H carrier aircraft after separation. The most cost-effective recontact risk mitigation is the prelaunch deployment of a drogue parachute that is released after the X-37 ALTV has safely cleared the B-52H. After release, a fully-inflated drogue parachute takes 30 min to reach ground and results in a large footprint that excessively restricts the days available for flight. To reduce the footprint, a passive collapse mechanism consisting of an elastic reefing line attached to the parachute skirt was developed. At flight loads the elastic is stretched, allowing full parachute inflation. After release, drag loads drop dramatically and the elastic line contracts, reducing the frontal drag area. A 50 percent drag reduction results in an approximately 75 percent ground footprint reduction. Eleven individual parachute designs were evaluated at flight load dynamic pressures in the High Velocity Airflow System (HIVAS) at the Naval Air Warfare Center (NAWC), China Lake, California. Various options for the elastic reefing system were also evaluated at HIVAS. Two best parachute designs were selected from HIVAS to be carried forward to flight test. Detailed HIVAS test results are presented in this report.
Wisely allocating financial resources is essential to the success of every health care organization. Therefore, health care managers must be able to determine if dedicating the necessary funds for employee training results in an adequate return on investment. This case study examines how training programs can be evaluated in terms of business results and describes one method, simple regression analysis, that health care managers may use to help determine if the training was financially beneficial to the organization.
A study was conducted to determine if workforce demographics of chief executive officers within hospitals in the United States were changing. It sought to analyze the retirement patterns and the current gender mix of chief executive officers in hospital settings within the United States. It also sought to capture the perspectives of those in top-level executive positions in regard to the educational requirements of future health care executives.
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