Running head: ERISA AND EEOC 1 ERISA AND EEOC 6 Comparing and Contrasting ERISA and EEOC Keri King Module 5 Comparing and Contrasting ERISA and EEOC Employee Retirement Income Security Act (ERISA) protects Americans’ retirement assets through the implementation of procedures that qualified plans must adhere to. In the context, the intention is ensuring that fiduciaries do not misuse plan assets. Moreover, it formulates minimum standards for participation, vesting, benefit accrual, and funding of retirement plans. In this case, participants in the retirement plan are entitled to sue either for benefits or breaches of fiduciary duty. The Equal Employment Opportunity Commission, on the other hand, enforces federal laws regarding discrimination or harassment of job applicants or other employees in the United States of America. In the context, it investigates discrimination charges that are leveled against employers, companies being subject to the law if they have at least 15 employees. Unlike ERISA, EEOC highlights acceptable practices that employers should engage in as well as those that should be shunned. As an illustration, it provides that an employer should not publish a job advertisement that exhibits some preference for a group of people based on sex, color, age, and the like. Although some similarities exist between ERISA and EEOC, it is worth noting that the functionality and provisions therein involve a great deal of differences. In my view, the appropriate methodology for the presentation of the differences would be the discussion of individual provisions of both ERISA and EEOC. ERISA cover involves a myriad of benefits, one of which is medical, surgical, or hospital care. Under it, a participant who is admitted to medical facilities either for basic medical care or comprehensive check-up enjoys ERISA cover. The other benefit is that of sickness, accident, disability, or death. The implication in the case is that a participant who is admitted to the hospital enjoys full medical cover. Moreover, a beneficiary who suffers an accident and sustains an injury of whichever magnitude would receive some benefits to enable them to push on with a decent life. In case of death, however, the participant’s beneficiaries receive compensation for the avoidance of interruption of their lives due to the loss of the breadwinner. The cover also entails unemployment benefits for the extension of a stipend on a regular basis during the period of loss of employment (Anderson, 2015). In this case, the stipend may be extended on a monthly basis to enable the participant to cater to the needs of his family members. The cover also entails vacation benefits, whereby the participants who are on leave continue to enjoy the compensation benefits they would have if they were working. The benefits therein encourage participants to proceed on vacation, where they gain the opportunity to refresh and plan for future endeavors. Notably, the .

1. Running head: ERISA AND EEOC 1
ERISA AND EEOC 6
Comparing and Contrasting ERISA and EEOC
Keri King
Module 5
Comparing and Contrasting ERISA and EEOC
Employee Retirement Income Security Act (ERISA) protects
Americans’ retirement assets through the implementation of
procedures that qualified plans must adhere to. In the context,
the intention is ensuring that fiduciaries do not misuse plan
assets. Moreover, it formulates minimum standards for
participation, vesting, benefit accrual, and funding of retirement
plans. In this case, participants in the retirement plan are
entitled to sue either for benefits or breaches of fiduciary duty.
The Equal Employment Opportunity Commission, on the other
hand, enforces federal laws regarding discrimination or
harassment of job applicants or other employees in the United
States of America. In the context, it investigates discrimination
charges that are leveled against employers, companies being
subject to the law if they have at least 15 employees. Unlike
ERISA, EEOC highlights acceptable practices that employers
should engage in as well as those that should be shunned. As an
illustration, it provides that an employer should not publish a
job advertisement that exhibits some preference for a group of

2. people based on sex, color, age, and the like.
Although some similarities exist between ERISA and EEOC, it
is worth noting that the functionality and provisions therein
involve a great deal of differences. In my view, the appropriate
methodology for the presentation of the differences would be
the discussion of individual provisions of both ERISA and
EEOC.
ERISA cover involves a myriad of benefits, one of which is
medical, surgical, or hospital care. Under it, a participant who
is admitted to medical facilities either for basic medical care or
comprehensive check-up enjoys ERISA cover. The other benefit
is that of sickness, accident, disability, or death. The
implication in the case is that a participant who is admitted to
the hospital enjoys full medical cover. Moreover, a beneficiary
who suffers an accident and sustains an injury of whichever
magnitude would receive some benefits to enable them to push
on with a decent life. In case of death, however, the
participant’s beneficiaries receive compensation for the
avoidance of interruption of their lives due to the loss of the
breadwinner. The cover also entails unemployment benefits for
the extension of a stipend on a regular basis during the period
of loss of employment (Anderson, 2015). In this case, the
stipend may be extended on a monthly basis to enable the
participant to cater to the needs of his family members. The
cover also entails vacation benefits, whereby the participants
who are on leave continue to enjoy the compensation benefits
they would have if they were working. The benefits therein
encourage participants to proceed on vacation, where they gain
the opportunity to refresh and plan for future endeavors.
Notably, the cover also involves apprenticeship and training
programs for the delivery of basic employability skills, the
knowledge offered therein being aligned to the current job
market needs. Therein, the participant may elect to receive the
skills or have a beneficiary acquire them. The cover also entails
daycare center facility expenses for the participants to have a
safe and affordable place to leave their children as they embark

3. on day-to-day activities. The benefit relieves the participant
from the burden of hiring a house help to take care of the child
whenever the participant or close family members are away.
Scholarship funds are the other benefit that accrues to
participants as a result of enrolling with ERISA, whereby the
beneficiaries enjoy the opportunity to study courses of choice in
higher learning institutions for employability prospects and
general career growth. The drafters of the cover also recognized
that participants may find themselves in situations of legal
proceedings, in which case ERISA offers prepaid legal services
(Koenig et al., 2015). The outcome would be the avoidance of
losses and pitfalls associated with litigations. The two programs
may, however, be considered essential in the workplace for
employee contentedness and satisfaction and the application of
both would be necessary.
The Equal Employment Opportunity Commission’s (EEOC)
non-discriminative policies and guidelines apply to all staffing
processes namely recruitment, application, and hiring, job
referrals, assignments, benefits, and discipline. Other than the
enforcement of fairness in staffing, the commission advocates
for inclusion in the provision of a reasonable accommodation to
an applicant with a disability. In this case, accommodations may
include a ramp and interpreters for the deaf (O'Neill, 2018).
Other than disability, the organization places the emphasis on
the accommodation of employees’ religious beliefs and
practices. In the case, the only relief would be the likelihood
that accommodating the varied religious beliefs may cause
difficulty or unwarranted expense of the employer. As
previously mentioned, the harassment of employees on any
grounds is considered illegal, the illegality extending to the
harassment of individuals on account of complaining of
discrimination. It, therefore, follows that an employee may
participate in discrimination lawsuits against the employer
organization and should not be harassed whatsoever for the
undertaking.
In general, ERISA outlines the benefits that participants should

4. receive in the workplace to meet their physical and
psychological needs, while EEOC focuses on equality and non-
discrimination of employees for the avoidance of psychological
torture associated with discrimination.
Some similarities, however, exist between ERISA and EEOC,
one of them being the insistence on training and apprenticeship
programs to participants or beneficiaries for increased earning
opportunities. The two benefits also involve the aspect of
employee remuneration although EEOC places emphasis on
equality in the administration of compensation benefits.
Moreover, the discussions above suggest that both ERISA and
EEOC advocate the achievement of an enabling working
environment for increased commitment among workers, the later
focusing on the realization of equality as a way of caring for the
psychological needs of employees.
References
Anderson, A. J. (2015). Leveling the Playing Field among the
NFL, Clubs, and Players-by Amending the Employee Retirement
Income Security Act. Marq. Sports L. Rev., 26, 199.
Koenig, G., Fichtner, J. J., & Gale, W. G. (2018). Supplemental
Transition Accounts for Retirement: A Proposal to Increase
Retirement Income Security and Reform Social Security. Public
Policy & Aging Report, 28(suppl_1), S22-S34.
O'Neill, J. L. J. (2018). US Equal Employment Opportunity
Commission v. Alorica, Inc.
Running head; CREDENTIALING PROVIDERS 1
CREDENTIALING PROVIDERS 4

5. Executive Summary: Credentialing Providers
Keri King
2/2/2020
Executive Summary: Credentialing Providers
Type of Provider being Credentialed
The provider being credentialed in the context is a physician,
medical doctor in particular, for the verification of compliance
or non-compliance with the laid-down procedures and practices.
Credentialing Process Steps
In this case, the credentialing procedure is to be carried out in a
series of steps, the first of which is the listing of potential
applicants. The second step is the collection of up-to-date
contact information of potential providers for purposes of
contacting them directly in case of need to do so. The
information would be vital as it would be necessary to check in
with the physician on a regular basis and send out multiple
forms to his office. The third step of the process is the
provision of specific instructions on the required information to
ensure that the medical doctor is furnished with details on the
information required for credentialing to enable their execution
of the necessary preparations (Lee et al., 2011). The fourth
phase is the performance of a thorough background check,
whereby staff members go through all the information provided
to verify its accuracy and truthfulness. Examples of information
that is to be verified in the context include employment history,
medical licensure in the state, time gaps in education or career
and the like. The fifth episode is the requirement of peer
references, the three who must be fellow physicians of the same
specialty and should not be related to the provider in question.
The next step in the case would involve weeding out poor

6. applications in the interest of saving money to avoid a situation
where the credentialing coordinator wastes time on an
application that will not get to fruition. The next step is the
investigation of malpractice claims and the credentialing should
verify all the highlighted red flags by going through closed
settlements and suits. The next phase is sending applications to
the governing body for review, while the last one is using a
checklist to track the nursing practitioners’ progress, and the
checklist in the case would have to be checked on a weekly
basis. The physician, on his part, should fill in the needed
information on the provided form and submit it.
Educational Background Needed
The educational and professional requirement for the
credentialing the medical doctor is graduation from a medical or
professional school and verification of completion of at least
one-year postgraduate training.
Whether the Provider has an NPI Number
The provider in the context has a type I National Provider
Identifier (NPI) number.
The State that the provider will work in
The provider will practice physician and specialist services in
Texas.
Whether there is a Standard Application
In this case, a standard application is in place and assumes both
verbal and written forms. The application evaluates, among
other factors, the applicants’ readiness to provide continuous
patient care, applicant’s knowledge of hospital bylaws and the
code of conduct, readiness to allow credentialed workers to
access patient medical records, worker’s readiness to submit to
a mental or physical exam, and the need for additional
requirements (McFarland et al., 2018).
The Need for an Onsite Visit
In the context, an onsite visit would be necessary for the
verification of the information provided and would help in the
uncovering of possible red flags. Some red flags would be
evidence of poor program evaluations more than once, sudden

7. relinquishment of medical staff membership, and an unusually
high number of professional liability actions (Faulx et al.,
2017). Moreover, the visitors would study practice patterns such
as attendance patients, personnel population, and hours of
operation to ascertain compliance or lack of it thereof.
Specialists that may be Credentialed
Various medical specialists may be credentialed and examples
would be Advanced Practice Registered Nurses, audiologists,
chiropractors, clinical psychologists, licensed behavior analysts,
licensed dieticians, and midwives. Others may include
occupational therapists, optometrists, physical therapists,
speech therapists, and marriage and family therapists.
The Facilities that are Credentialed
It is a requirement that all healthcare organizations be
credentialed prior to commencement of operations. Furthermore,
healthcare institutions should regularly review the credentialing
process for purposes of updating recommendations.
References
Faulx, A. L., Lightdale, J. R., Acosta, R. D., Agrawal, D.,
Bruining, D. H., Chandrasekhara, V., ... & Kothari, S. (2017).
Guidelines for privileging, credentialing, and proctoring to
perform GI endoscopy. Gastrointestinal endoscopy, 85(2), 273-
281.
Lee, J. Y., Mucksavage, P., Sundaram, C. P., & McDougall, E.
M. (2011). Best practices for robotic surgery training and
credentialing. The Journal of Urology, 185(4), 1191-1197.
McFarland, M. S., Groppi, J., Ourth, H., Moore, T., Jorgenson,
T., Torrise, V., & Morreale, A. (2018). Establishing a
standardized clinical pharmacy practice model within the
Veterans Health Administration: Evolution of the credentialing
and professional practice evaluation process. Journal of the
American College of Clinical Pharmacy, 1(2), 113-118.

8. Running Head - SUPPLY CHAIN MANAGEMENT
1
MODULE 03 WRITTEN ASSIGNMENT - SUPPLY CHAIN
MANAGEMENT
2
Module 03 Written Assignment
- Supply Chain Management
Keri King
1/26/2020
Introduction
The supply chain forms a key element of logistics in every
company and also enables the smooth operation of a company’s
business. Therefore, a company has to execute supply chain
management effectively to guarantee the satisfaction of the
clients and the success of the company. Supply Chain
Management makes things streamlined right from placing an
order to delivery and finally stocking (Agarwal, 2020). In fact,
an efficient stock taking and Supply Chain Management will be
able to analyze the interruptions and issues sufficiently before
an organization run out of crucial equipment which can paralyze
its operations. Therefore, a company that needs to succeed
manageability over a huge task must remain insightful to use
enough resources towards store network administration
executive.
Importance of sufficient stock control in business
Stock taking and control is critical to a company that cares
about its capital or its clients (Bozarth & Handfield, 2019). The
main suppose of proper stock control is to ensure the
organization is having enough stock to run all its operations and
meet the needs and expectations of its clients. Moreover,
effective stock control also ensures there is no too much that the

9. company’s capital is held. Therefore, stock control is the first
process that ensures a company keeps precise and accurate stock
records at a certain period (Bozarth & Handfield, 2019).
Nonetheless, a company must ensure the stock records are
regularly updated any time new purchases are made and when
stock control goes on. A company will not be able to place an
order for new inventories unless these steps are undertaken
properly. Failure to that will make the company perform poorly
in meeting the needs and expectations of its customers as well
as wasting lots of resources on a bulky inventory.
Furthermore, a good number of businesses nowadays like
capitalizing on the benefits of automated inventory optimization
technologies that enable them to record accurate information
about the company’s orders and stockings (Bozarth &
Handfield, 2019). The importance of automated inventory
optimization technologies is that they ensure the client’s
expectations and demands are met without having lots of
stockings. The companies that use automated inventory
optimization technologies often have working capital of
between 20% and 40% while they cut stock-outs almost in half.
Placing timely orders
Well, look at it as a chain of supplies in a business whether a
healthcare business or any other business. The supply chain
ensures that the right product/service is delivered in the right
quantity and quality at the right place at the right time. Even if
it is not the case then the Supply chain ensures that the relevant
information is available for the right stakeholders. Timely
placement of an order may have a big impact on your business
(Wang, Rodrigues & Demir, 2019). To have a competitive
advantage, there is need to save time and money as a result, the
entity requires software, which automates operational processes,
provide transparency and accuracy, control inventory, track
parcels, etc.

10. A step by step method of stock control
The order fulfillment process and stock control entail all the
processes, procedures and stages from the time of receiving the
order and the point where the order is received by the customer.
The following is a step by step method of stock control process
looks like this-
· Order is received
· Order is entered into the order management system
· Customer is notified that the order has been received
· Order is sent to the warehouse
· A warehouse operator finds the item, picks it
· The order is packed and ready for shipping
· Order is received and stocked by the client
References
Agarwal, R. (2020). Application of Utility Mining in Supply
Chain Management. In Business Management and
Communication Perspectives in Industry 4.0 (pp. 209-225). IGI
Global.
Bozarth, C. C., & Handfield, R. B. (2019). Operations and
Supply Chain Management.
Wang, X., Rodrigues, V. S., & Demir, E. (2019). Managing your
supply chain pantry: Food waste mitigation through inventory
control. IEEE Engineering Management Review, 47(2), 97-102.
Running head: PERFROMANCE BONUS POLICY 1

11. PERFROMANCE BONUS POLICY 5
Mayo Clinic’s Performance Bonus Policy
Keri King
1/29/2020
Mayo Clinic’s Performance Bonus Policy
Mayo Clinic Bonus Policy
Policy No. 017/23/’20
Effective Date: 31-03-2020
Next Review Date: 31-12-2020
Policy Approver: Chief Executive Officer
Name of the Policy: Comprehensive Performance Bonus
Policy
Brief and Purpose
The policy provides a detailed explanation of the approach that
Mayo Clinic will employ to award performance bonuses for the
stimulation of patient-centered activities and outcomes. The
organization will acknowledge exemplary performance by
individual employees and the attainment of the goals set. In the
context, emphasis will be on the ability and extent of
compliance with standard medical guidelines. Moreover,
leadership contends that motivated workers will certainly
exhibit commitment to assigned tasks and set goals in the
future. The policy specifies the approach of determining
individual workmen to receive rewards based on compliance
results. Furthermore, it provides a formula for calculating the

12. bonus amounts to extend as rewards.
Scope
The policy applies to both part-time and full-time health
workers as well as those with contracts. In the context, both
temporary employees and interns will be excluded, while the
modification of the policy is the discretion of the Mayo Clinic
Board, which may undertake such modifications at any time
without informing any person.
The value-based reimbursement model will pay for performance
and will reward employees who stick to set guidelines within
their respective departments. The outcome therein will be
exemplary customer services, contentedness, and minimal or no
cases of complaints for errors.
Policy Elements
Mayo Clinic will undertake to comply with physicians,
clinicians, and nurses whose dedication contributes to superior
client experiences. The reward system will comprise the
following:
· Lump-sum bonus
· Month-end bonus
· Incentives
Lump-sum bonus
The healthcare firm may award one-time bonus awards to
employees who exhibit exemplary performance, which is
demonstrated by various events. One such event would be
exceeding set goals, while the other one would be offering
additional roles, other than the ones assigned in the job
description. Above all, a healthcare worker who serves as an
example in complying with the code of conduct and ethical
standards may qualify for the aforementioned bonus.
The awarding process will be executed by the human resource
department, whereby it will make recommendations subject to
the approval of the executive officer, and in liaison with
departmental heads (Cai et al., 2018). The bonus will not exceed
20% of the employee’s salary.
Quarter-end

13. The executive team will have the power to determine the
bonuses of all healthcare workers at the end of each quarter.
The general conditions for extending the bonus include the
company’s attainment of compliance commendations and
approval by the board of management. In the context, individual
healthcare work persons must be working with the firm at the
date of granting the bonuses, and must not have announced
intentions to resign.
Non-Cash Incentives
The human resource department considers an alternative means
to award its employees other than the use of cash. This award
method will be particular at the end of the year when the
department of finance will be preparing its annual report.
However, only those workers who will have met their set
compliance targets will qualify for the award. Unlike the
quarterly bonus that will be dependent on the collective effort
to hit company target, the latter will affect individuals. At the
beginning of the next month, there will be a committee of
evaluators within every department who will be processing and
documenting the necessary information on a monthly basis. The
team will then submit their reports to the auditor for analysis.
The incentives will include a tour to the place of their choice,
position elevation by their supervisors, refurbishing, and
installation of new software to improve their work efficiency.
Department and Function
The policy applies to three departments of the facility, which
include the clinical, physicians, and nursing sections. The
evaluation will be based on the extent of compliance with the
guidelines of each of the sections and the general medical care
standards (Werner et al., 2018).
Summary of the Policy Structure
The policy is divided into subsections that describe the terms of
the bonus. The first sub-heading describes the purpose of the
introduction of the policy, including the motivation therein,
while the second one outlines the qualifications for such
bonuses as well as the ones who do not. The third sub-heading

14. outlines the policy elements in the form of the actual bonuses to
be extended, the conditions for such, and appropriate approval.
Individual elements include the lump sum, quarterly, and non-
cash incentives.
References
Cai, M., Wang, W., Cui, Y., & Stanley, H. E. (2018). Multiplex
network analysis of employee performance and employee social
relationships. Physica A: Statistical Mechanics and its
Applications, 490, 1-12.
Werner, R. M., Kolstad, J. T., Stuart, E. A., & Polsky, D.
(2011). The effect of pay-for-performance in hospitals: lessons
for quality improvement. Health Affairs, 30(4), 690-698.
Running head: TECHNOLOGY
TECHNOLOGY 3
Company Analysis
Keri King
Module: 1
1/12/2020

15. The role of managers and technology
Managers in many organizations are in charge of planning both
short-term and long-term plans. Other important roles of a
manager are monitoring the productivity in the organization as a
whole as well as supervising the employees. Managers and
technology cannot operate independently. It is the managers
who make decisions on the best time to adopt a given
technology.
The role played by managers and technology brings about the
concept of management technology. Management technology
involves the use of a variety of software and hardware solutions
which, when incorporated into an organization; they make the
performance of a manager to be more efficient. In precise terms,
technology enables the achievement of management functions.
The roles of a manager and technology can be explained as
below;
Communication- It is one of the essential functions of
management that leads all the other functions. If a company has
to achieve good output, then the flow of communication in that
organization should be efficient. Communication technology
plays a vital role in enhancing the flow of communication
across various departments in an organization.
Planning- Planning is a function of management that allows for
data collection and analysis. This data is used to make future
forecasts and also guide in decision making. Technology is
widely employed in all the stages of data collection and
analysis. It could be hard for managers to easily gain insights
and understand large volumes of data without using data
analysis software.
Monitoring- Managers of organizations need to be updated on
the progress of various projects in an organization. In addition,
they are required to supervise the employees and maintain their
records. Software technologies enhance quality control in many
organizations. This enables easy monitoring.
Control - in the entire process of monitoring and evaluation,

16. control is essential. Managers are part of what happens in an
organization every day. They follow up with each activity to
ensure success. In the process, managers detect areas that need
more attention through the monitoring and evaluation process.
Managers use technology that is focused on control to generate
solutions to the problems as a result increases the levels of
productivity.
Ways to improve healthcare outcomes and reduce cost through
new technology
In the efforts of improving the health care outcomes, it is
imperative to consider the behavior of the consumers of health
care. In the modern-day, health experts know the complicated
health issues in the world.
Healthy behaviors result to good and improved healthcare. On
the other hand, unhealthy behaviors lead to a decline in the
levels of health. In consideration of ways to improve healthcare
and how we can lower the costs of technology in healthcare, we
can look into a small cycle. A significant number of people in
the world are smokers today. The use of tobacco products is
widely associated with several diseases, such as lung
cancer.(Hallsworth et al, 2016) When a person consuming
tobacco gets cancer, then the government has to invest in cancer
control by buying cancer equipment.
Another disease that is widely associated with behavior is
diabetes. People with behaviors of having a high intake of sugar
and foods with high sugar levels are prone to diabetes. The
emergence of diabetes means that the government would have to
spend money on technologies that will help to control the
disease with expanded spending on medicine. In the efforts to
improve healthcare outcomes, people need to be well-educated
behaviors which are unhealthy and threats that they face. There
should be continuous public awareness of the health and
unhealthy behaviors amongst the public. Also, the adoption of
health care policies can help to improve health care outcomes.
In the modern-day, governments continue to enact laws that
serve to achieve improved healthcare. An example of such a

17. policy is the introduction of precautions associated with
smoking tobacco or even alcohol consumption. The brands are
well-typed the implications of health implications use.
Deficiencies in the clinical use of technology
In the world today, due to the increase in a number of diseases,
it has become necessary to keep healthcare technology on the
rise. New healthcare technologies are emerging with the
emergence of unique health conditions. Deep investment in
research, in addition to innovation, leads to the development of
new healthcare technology. However, the rates at which health
technology is transferred from one country to another takes
some time. The deficiency of healthcare technology has
detrimental effects on the healthcare of individuals. (Alexander
& Madsen 2017). Several people fall victim to the deficiency in
technology in the clinics today. The clinics are accessible by
many people despite the fact that they have fewer resources in
terms of technology as compared to the large hospitals which
have advanced technologies. Inadequate finances to acquire
health technologies if a significant hindrance that prevents
many clinical centers from falling short of the essential
technology.
Technology and medical errors
With the recent growth of technology in the health sector, the
use of technology in healthcare has got its dangers. Just like
much other technology, technology in healthcare can result to
medical errors. Healthcare electronic records of various patients
can crisscross, which can result to wrong diagnosis or
administration of drugs that do not suit a certain parent.
Some technologies also give the wrong diagnosis for the first
time. When the tests are not repeated and confirmed to be
accurate. Healthcare technology can result to misdiagnosis.
Consumers of healthcare services will end up getting the wrong
treatments. (Senders 2018) The introduction of new technology
requires experts to interact with technology. When people using
technology do not have full expertise, then the use of that
technology is a threat by itself. Physicians using a healthcare

18. technology need to keep close contact with the vendors to
enhance safety in the use of that specific technology.
Concentration on profit margins
Over the last few years, physicians have raised concerns over
the profit margins in their healthcare facilities. The most
probable cause of declining profits is, amongst other factors,
the spending on healthcare technology and clinical innovation.
The healthcare facilities would rather result in other means of
expanding their income flow, such as venturing into different
new ways of offering healthcare services. There is a rising need
for healthcare experts to think of ways of improving profits
through venturing into activities that help to raise more profits
to cover the increasing costs of healthcare.
Healthcare systems can enhance their profits by merging. The
interaction of the skills and talent will improve new levels of
service delivery. There will also be an expanded geographical
area. Such mergers will imply the merging of their technologies,
which would result in a one strong health care point with
improved profit margins.
The hospital can use a variety of methods to increase the flow
of income into the healthcare centers. Even though the
overemphasize of profit margins can reduce the efficiency of
the entire health care system. Healthcare centers seeking ways
to increase their profits should do so without affecting the
quality of services they deliver to the customers.

19. References
Hallsworth, M., Snijders, V., Burd, H., Prestt, J., Judah, G.,
Huf, S., & Halpern, D. (2016). Applying behavioral insights:
Simple ways to improve health outcomes. World Innovation
Summit for Health.
Alexander, G. L., & Madsen, R. W. (2017). A Report of
Information Technology and Health Deficiencies in US Nursing
Homes. Journal of patient safety.
Senders, J. W. (2018). Medical devices, medical errors, and
medical accidents. In Human error in medicine (pp. 159-177).
CRC Press.
Moghaddasi, H. (2019). The role of World Health Organization
and Information Technology in improving patient safety through
reducing medical errors. Arch Community Med Public
Health, 5(2), 049-051.