Hello Bloggers!! Gosh, sorry for the very long lapse in writing - and for the delays in getting your comments posted. Just noticed this morning that there were a couple of comments left back on the 10th! I'm out of town - therefore more distracted than ususal. But the problem really has been that I've been pondering what to write about....keep changing my mind....
I read that the plan for funding the renewal, expansion of CHIPS (the federal childrens health care program) is to increase the tax on cigarettes by a dollar a pack. Sounds good. Until you realize that if the increased tax achieves the social goal of slowing or stopping cigarette consumption, there won't be enough money to insure the children. So, it becomes important to keep people smoking to pay for our childrens' health. Tobacco companies become our allies in children's health care.... For god's sake, don't stop smoking or our children will suffer! hmmmm.
I have the impression that people aren't clear about the fact that we are already paying for the uninsured....we, the employed, insured backbone of America, are already paying for indigent care through taxes as well as through the increased cost of insurance. We are, in fact, paying way more than we should be because the system funnels the uninsured into expensive ER's - and the funds for that come from our taxes already. .. and because insurance companies have shareholders that require profits. If, instead of sending huge chunks of our health care dollars into the pockets of privateers and middle men (think of the bureaucracy you employ when you use your insurance), we paid through a single payer, we could do much more with much less.
Most other first world countries, and some third world ones, have already figured this out...sure, they aren't perfect...but our system isn't perfect. We have high infant mortality, ever decreasing life span, long waits for all kinds of medical procedures, long waits in ER's - why do we keep saying we have the best health care in the world??? We don't ....we have the fanciest high tech stuff...we have the most luxurious hospitals...but we've got lousy health care, really. My 86 year old mother with Kaiser Insurance waited an hour in the ER just last week...
I agree that the prospect of having the government responsible for the administration of more bureaucracy is anxiety provoking. Government has done a terrifically bad job lately - FEMA and Homeland Security have been awful.
And don't get me started about Social Security. A lady came into my office the week before I left town with her 30-something schizophrenic son. She was distraught. They'd had a terrible time with her son's illness at the beginning. Finally they'd found a med regime that works and got him settled down into a routine and lifestyle that works for them, when they recieved a letter from Social Security. Seems they'd been working through their "backlog", and had finally come to the son's paperwork. They'd concluded that when they granted benefits - seven years ago - they'd miscalculated and instead of being on SSI, he should have been on SSDI. His payments are to go up from $623/mo to $790/mo.
For those of you who don't know, when someone qualifies for SSI, they automatically get Medicaid. However, if you get SSDI, you don't. After two years on SSDI, you qualify for Medicare which does not come with prescription drug coverage. If you want prescription drug coverage, you must buy Medicare D. The Mom in my office was freaking out because her son's medications cost well over a thousand a month (and that's ridiculous in its own right, but I'll rave on about that another time). Medicare Part D will cost a couple of hundred a month and will only cover 5 of his 6 meds at best, and will have a hefty co-pay. She's worried that the stability they've achieved is about to go down the drain with a loud, gurgling sound and her son's brief run at a livable life is nearly over.
The Mom asked Social Security if they intended to reimburse the son the seven years of back pay they apparently owe him; the Social Security lady told her that she should be glad they aren't charging her for the past seven years of Medicaid.
So government bureaucracies aren't running well. But I've been asking questions and it is abundantly clear that Social Security's problem is a woeful lack of funding to hire sufficient staff to do the job. Social Security says they're ..."working through the backlog, and we've just gotten to your son"......who's been on benefits for seven years.....and has a last name that's only half way through the alphabet...
Brings to mind another client who tried to tranfer a payeeship from one Mental Health Center to another, got lost in the backlog, and hasn't had Medicaid since - it's been about 8 months. Staff there assure me that she's eligible, but they can't fix the problem because "she's in the backlog, and others are just as desperate as she is, and she'll just have to wait until they work their way down to her".
The local (for me) Social Security office has 4 "intake" staff - i.e. people taking initial applications for benefits - but only 2 "post eligibility" staff - i.e. people dealing with everything that happens after someone gets benefits.
Talk about "crazy" - who's crazy here? And where is the money to hire the needed staff? It's being dropped on Iraq.
Halliburton's making out great, though.
Do the American people really prefer war to health care? Do we? We could all...each and every lousy little one of us...be "insured" i.e. have reasonable health care, if we could decide to let the insurance companies go hang and invest instead in our own citizens. We could opt to pay for our own quality of life as a society.
Iraq IS a mess. And we certainly did make it; we do bear responsiblity there for at least getting the power and water back on if nothing else. So perhaps we can't "afford" healthcare. Still ...
-I'm convinced that we're paying for it already - just stupidly. The current Republican administration with it's focus on "smaller government" has gutted the infrastructure that is required to do a good job at administering something like universal health care (or FEMA).
We need to make some serious decisions about which direction we want to be going here.
Let's see - War? or Healthcare? - Democracy in the Middle East? or Meds for the Mentally Ill?
It's a tough decision...Them? or Us?
9 comments:
Hey Gad,
I thought this article would be of interest on the subject of leadership at Ft. Lame. Sound familiar? I think this is part of the hiring process of Fort Lame? I work up early and read this little gem while getting ready for work.
Ten Signs of an Incompetent Leader
Posted: 10/19/2004 8:40:38 AM
Incompetent Leaders
By Chris Ortiz
Author: 40+ Overtime Under Poor Leadership
Book Available at: Authorhouse.com
Poor leadership surrounds us, it’s a fact of life and they seemingly find a way to keep their jobs. They are more focused on their personal needs and not of the professional needs of those below them. They have a hard time developing their employees because they lack the proper management techniques to do so. A leader is someone who you would follow to a place you would not go alone. Leadership is about action not status.
However, the question is, how do we know when we are dealing with these flaw ridden individuals. A lot of the time, a poor manager can make the perception that he/she is busy and organized. I have developed a small guideline that can help pinpoint these leaders.
Incompetent Leaders will:
1. Delegate work rather than balance work loads. This allows all attention to be diverted from them in case of failure. It may seem to them that are managing their people but in actuality they are creating work imbalances within the group. It can create unnecessary overtime for some and under utilization of others. A good manager is aware of the skill sets of all the people below them and should allocate work accordingly while trying to enhance the skills of everyone to be even more productive.
2. Reduce all answers to Yes or No rather than explaining their reasoning. This is an example of a crisis manager who can not think farther than a few hours ahead. A yes/no manager finds it a waste of time to find the real answer through intellectual thought. They are already thinking about the next crisis.
3. Not separate personal life from professional life. They will bring their personal problem to work. Working for these types of managers can be very dramatic. They are unable to separate their emotional imbalances while trying to manage people. They are less focused and will not give you the attention and direction you need for success.
4. Manage crisis. If you are a company that has crisis managers, then you can say goodbye to innovation and progression. Proactive thinking is critical to the success of any company. If you are not finding ways to stop or reduce the amount of crisis that has to be managed, then your competition will pass you by. Leaders have to think out of the box and make change.
5. Create an environment where mistakes are unacceptable. Being held accountable for wrong decisions is a fear for them. Making mistakes only helps you become a better person, manager, etc. I use the analogy of a basketball player that has no fouls. If they are not going for the ball and taking chances with their opponent, then they are trying hard enough. Take a chance and don’t be scared.
6. Humiliate or reprimand an employee within a group. This is a clear and visible sign of a poor leader. A good leader takes employee problems away from a group setting to a more private setting. If you have a boss that does this, it is time for a visit to human resources.
7. Not stand behind subordinates when they fail. Never leave your people to hang out to dry. Always back them up, right, wrong, or indifferent. If an employee tries their best in a situation and they fail to come through. They should be commended on their effort and not punished for the failure
8. Encourage hard workers not smart workers. I am not impressed with hard workers. A hard worker is usually defined by hours. Smart workers are the ones that I hire and embrace. Smart workers understand the concept of time management and multi-tasking. Poor leaders miss this connection. Smart workers are methodical in their thinking and can generally be successful because of their abilities management projects and time. Hard workers may take twice as long to do the work. It is important to assign work accordingly to the skills and personalities
9. Judge people on hours not performance. This is similar to #8. Again, I am not impressed with overtime junkies. They have lost all perspective on a healthy family/balance. Bad managers will promote the employees that work the most hours and not look at the smart ones who work less……….meaning have better time management. Stop watching the lock.
10. Act differently in front of their leaders. This is an indication of low self-confidence. They have doubts about their own ability to lead and they will act like little children when authority is present. A confident person acts the same around everyone. Remember, have respect for them, but also have self-respect.
Yes! Good article-thanks for sharing it with us - it does evoke Ft.Lame management...any progress on getting Lame-o to leave? (Just curious).
g.f.
He is still here and no rumors of him leaving. The problem is what would we get in his place and that be scarier than him staying.
They did hire a new team leader for one of the kiddo units and I believe an outside hire.
The team upstairs is in total chaos with staff transfering, quiting and "running for the hills". In addition, they hired some real winners there lately(NOT) and helping the exodus of their good staff.
We had a good upward transfer position open, but closed in like four days. They had already picked the successor and those who applied were basically wasting their time.
Still tons of overtime, tons of false congrats of their supposed employees that practically live here. It is usual favorites of theirs or as like to call them their "Pets". I just hope their overtime people don't get sick or turn down a shift then management will treat them the same as the rest of us.
I had a question for you(G.F.) on your leaving.
I am coming up on five years with no intentions of staying and real chance of upward transfer. I do have a degree or two and experience besides working at FT. Blah.
I have been actually interviewing for jobs outside of the direct care portion and interview pretty good.
Here is my question to you.
Was it a hindrance or a help when employers saw that you worked at Ft. Loony? I have had some employers ask me the reasons for leaving the State and wonder if maybe they think we are problem employees or possibly cannot change to fit in a new organization.
I am curious because I am thinking of pulling it off my resume(have another little job and was a student). I am just afraid that other Social Service comapanies might have issues of hiring a person that has worked at a "Warehouse" for almost five years.
Just curious what you think on the subject since your escape from Alcatraz.
Good for you for leaving Alcatraz! The change of atmosphere is so very refreshing!! I think that my "state" experience just worked as "years of experience" during the hiring process ... it's what you do with it that matters more...if you can articulate what you learned from it, then it'll work to your benefit; if you come in looking beaten down, depressed and zombied out (the way it made me feel, it'll work against you. The reasons I wanted to leave the madhouse were the very reasons the new place wanted to hire me. So, Good Luck! Fly! Be Free!!
g.f.
Screw up,Cover Up,Lie and be promoted.....the Fort motto...........Lets all do it............
"Screw up, move up and lie".
I have to agree with you on that one. It is really funny how some of these teams are managed at this hospital. Do I work at Jiffy Lube or a State facility with millions of dollars in budget money? Sometimes I cannot tell the difference and many managers are just plain irresponsible.
So much money is wasted on overtime,
Staying past shifts to get extra money,
Supplies that magically disappear off units,
Shady managers promoting friends,
A director that is not only plain weird, but is a "skirt chaser" on company time,
Employment positions that open and close in just a few days, Gee thanks for giving me an opportunity for upward movement. NOT!
Unit dysfunction that includes verbal abuse of each other, clients and downright unprofessional characteristics that destroy units and make new staff run right out of here.
How is a staff member that is disliked or not respected by most of employees can be promoted?
What teams are in total chaos?
What teams have constant internal bickering and fighting?
What teams have excess amounts of overtime?
What teams have a very high turnover rate of new hires?
What teams have high assault ratios?
What teams have issues with hiring friends, relatives of friends or other shady characters over qualified employees or actual quality outside sources?
What team’s supervisors have made local newspapers because of breech of confidentiality?
What teams make you stand by time clock waiting 3 minutes prior to “clock in” while supervisor shows up anytime(unless on their 5th vacation of the year)?
What team received a proven incompetent supervisor from another team that failed their and now has your team failing also(remember Tablegate)? Don’t you love this place?
Answer these questions and about 75% to 85% of these incompetent fools would not be here and on there 5th job this year in the “Real World”.
Let us all be truthful and acknowledge the level of qualified supervisors here are on par with McDonalds’ University graduates.
Yes, you must kiss a little butt to move up anywhere, unless you have proven success and essential skills related to your job. The reality is that most lack ability to manage, no success in private sector and inability to build essential team building or motivate staff members to provide quality care to the clients.
Even as adults we “role-model” to a certain extent the characteristics of managers, their knowledge, work ethic, personal communication skills and etc..
Therefore, if they lack essential management skills, you can dress nice, wear a business skirt, nice slacks, collared shirt and a tie, but will still qualify for a certifiable dumbasss.
Remember the guys/gals that sell TVs at Circuit City wear professional attire too, but that does not qualify them to manage a company. Unless they decide to work for this sorrowful hospital and add more supervisory winners to the mix of institutionalized incompetence.
I’m sorry had to rant, thank goodness I have another job now and see this place few and far between. It is a great place for new material for my jokes at my other job. You would be surprised with the laughs I get on the level of incompetence or disbelief on the stories that I tell them about this place.
Yes, supervisors you can call me lazy, hiding behind the desk, disappearing or whatever on here because of my comments.
However, I have a real job and guess what unlike you my skills are proven. While yours on the other hand are filled with failure, staff contempt, mismanagement of taxpayers’ funds and nonexistent accountability of underperformance of a job you are unqualified to hold in the first place..
Enjoy!
To the general staff that are so irritated with all this you want to cry. Don’t bother you gotta laugh because only at Fort Lame could this happen. This hospital is one big joke headed by a bigger joke (in a little body).
I vote for a reality show based at Fort Lampoon starring the staff as themselves and Gary Coleman playing the director. The general plot will include sex, drugs (both illegal and prescription), theft, adultery, corruption, bribery and a mob type management group called the “Softpranos”. I think we would be a hit with the general public and get an Emmy. Maybe we could get an old Brittany Spears type to play a middle manager, hmmmm!
What say ye!
When all else fails the competent mind, just laugh!
There is hope a new DON in town...
I like the reality show idea! Let's promote it to the networks!
It'd be "The Office" on psyc meds.
g.f.
This is an oldie but I think it applies to our work situation.
ADMINISTRATIUM
The heaviest element known to science was recently discovered by physicists. The element, tentatively named administratium, has no protons or electrons and thus has an atomic number of 0. However, it does have 1 neutron, 125 assistant neutrons, 75 vice neutrons and 111 assistant vice neutrons. This gives it an atomic mass of 312. These 312 particles are held together in a nucleus by a force that involves the continuous exchange of meson-like particles called morons.
Since it has no electrons, Administratium is inert. However, it can be detected chemically as it impedes every reaction it comes into contact with.
Administratium has a normal half life of approximately three years, at which time it does not actually decay but instead, undergoes a reorganization in which assistant neutrons, vice neutrons and assistant vice neutrons exchange places. Some studies have shown that the atomic mass actually increases after each reorganization.
Scientists point out that Administratium is known to be toxic at any level of concentration and can easily destroy any productive reaction where is is allowed to accumulate.
Does any of this sound familiar???
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