Hospital mortality: when failure is not a good measure of success

Shojania, Kaveh G.; Forster, Alan J.
July 2008
CMAJ: Canadian Medical Association Journal;7/15/2008, Vol. 179 Issue 2, p153
Academic Journal
Case Study
The article presents a case study of the outcomes-based perfomance measures for hospital mortality for specific conditions and procedures. Strategies have been proposed to measure and improve hospital performance efforts have included national patient safety agencies, mandatory accreditation and financial incentives. The article discusses the validity of the hospital's standardized mortality ratio wherein it must correlate with accepted measures of quality. The precise measurement of hospital performance that will provide similar quality of care where quality remained constant. The recommendation of supporters the use of the hospital standardized mortality ratio to monitor quality of care over time.


Related Articles

  • The Science of Employee Incentives. Breitner, Laurie // BusinessWest;Feb2003, Vol. 19 Issue 10, p62 

    Provides tips in planning a well-executed employee recognition program. Significance of developing goals for the company; Budget development; Determination of the type of recognition that should be given to employees.

  • The Rise & Rise of Performance Incentives. Innes, David // NZ Marketing Magazine;Mar2002, Vol. 21 Issue 2, p37 

    Discusses the implementation of performance incentives by marketers to reward their agencies in Europe, Australia and New Zealand. Reason behind performance incentives; Details of the commonly used performance incentive system; Pros and cons of using performance incentives.

  • Incentive pay makes comeback among nonprofit execs. Welch, Sherri; Shea, Bill // Crain's Detroit Business;9/24/2012, Vol. 28 Issue 40, p1 

    The article reports on an analysis of the compensation of top-paid nonprofit executives in 2010 in Detroit, Michigan. The analysis found that the trend on the use of incentive pay as a component of compensation is returning to pre-recession levels among executives of grant-making foundations,...

  • What are the sales/financial ratios for your employees? Swepston, Mark // Contractor Magazine;Apr94, Vol. 41 Issue 4, p26 

    Presents the author's views in setting performance goals. Financial averages and ratios; Annual sales volume; Cost of sales/labor;; Pretax net income.

  • Prioritizing goals. Straub, Joseph T. // Getting Results...For the Hands-on Manager: Plant Edition;Jun96, Vol. 41 Issue 6, p8 

    Focuses on the factors influencing priorities set by supervisors from the United States for short- and long-term goals. Charting of the organization's main direction; Assessment of the team's work load; Time constraints and ratio; Relation of goals; Creation of a visual record.

  • Empowering workers by setting goals. Riggs, Joy // Nation's Business;Jan95, Vol. 83 Issue 1, p6 

    Discusses the importance of setting company goals and standards in the empowerment of employees. Motivations for setting standards; Characteristics of effective standards.

  • Reward not linked to business objectives. Paterson, Jennifer // Money Marketing (Online Edition);8/9/2013, p7 

    The article focuses on a research conducted by the company Edenred which has found that only 28% of respondents have designed a strategy to link incentives and reward to business objectives. The research also found that 63% of respondents believed reward supported employee engagement. Further,...

  • Match Your Employees With the Right Reward. Juergens, Jennifer // Corporate Meetings & Incentives;May2007, Vol. 26 Issue 5, p29 

    The article reports on the result of a study which analyzes employees preferences on how to be recognized. Findings reveal six categories that define employees specific traits that can be used by companies to motivate their workers. It has been found that employees can be classified as freedom...

  • Celebrate. Whitten, Neal // PM Network;Aug2005, Vol. 19 Issue 8, p21 

    Encourages project leaders to acknowledge their team for a job well done. Reason for setting milestone for a team; Benefits associated with the celebration of a completed project; Implication of the failure to recognize the team's work for one's leadership.


Read the Article


Sorry, but this item is not currently available from your library.

Try another library?
Sign out of this library

Other Topics