2002
DOI: 10.1097/00019514-200210020-00004
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Monitoring the Progress of System Integration

Abstract: As providers of health care face the multiple challenges of today's health care environment, many believe that integrated delivery systems promise the structure needed to provide high-quality, cost-efficient care. They make structural and process changes with the expectation that those changes will improve system performance. But few systems actually measure progress in creating an integrated system. This article describes one health care system's strategy for introducing organizational measures to create an i… Show more

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Cited by 26 publications
(14 citation statements)
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“…We found 12 instruments; ten questionnaires target patients, practitioners, managers/leaders, and staff [14141142143144145146147148149]. Two instruments [1150] use a set of indicators to measure the degree of implementation of integration components.…”
Section: Resultsmentioning
confidence: 99%
See 1 more Smart Citation
“…We found 12 instruments; ten questionnaires target patients, practitioners, managers/leaders, and staff [14141142143144145146147148149]. Two instruments [1150] use a set of indicators to measure the degree of implementation of integration components.…”
Section: Resultsmentioning
confidence: 99%
“…Continued progress towards integrated care will depend much on our ability to contrast and compare the impact of strategies across different levels and context. However, the complex interplay of structures, processes and outcomes of integrated care is difficult to disentangle, hampering evaluation of progress [1314]. Besides conceptual ambiguity, measuring integrated care is challenging because of a lack of tools to measure different aspects of integration and inherent difficulties in tracking down existing tools within a dispersed body of literature [1516].…”
Section: Introductionmentioning
confidence: 99%
“…In Miller’s [42] causal model of organizational performance and change, leadership plays a central role in positively or negatively impacting the interactions amongst individual performance, organizational performance and organizational culture. The model used by the US’ Veterans’ Affairs Upper Midwest Health Care Network, a publicly funded integrated system, links structures and processes with system level integration and performance [43]. The relational systems change model [44] is premised on the theory that supportive organizations that manage change and encourage and facilitate people to develop, grow, and change within the context of their relationships with others can effect system change.…”
Section: Resultsmentioning
confidence: 99%
“…In Canada, the Sisters of Charity of Ottawa Health Services used a balanced scorecard approach to align strategy and performance in long-term care [71], Pink et al [72] discuss the creation of a balanced scorecard for Ontario’s hospital systems, and the London Health Sciences Centre developed a balanced scorecard to evaluate an integrated dialysis delivery network [73]. In the US both the Mayo Clinic [74] and Veteran’s Affairs Upper Midwest Health Care Network [43] have implemented a balanced scorecard tool. Duke University Health System applied the balanced scorecard to its birthing centre [75] and Bilkhu-Thompson [76] reports on the implementation of a balanced scorecard by an emergency medicine service line.…”
Section: Resultsmentioning
confidence: 99%
“…Out of the 300 articles included in the study of Bautista et al [23] a total of seven articles were selected for our review [55626364656667]. From the narrative search, an additional number of four articles were retrieved.…”
Section: Resultsmentioning
confidence: 99%