C-200 Managing Organizational and Leading People

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When assigning duties to team members, Ken does it according to the particular team member[at]s skill-set and knowledge. Ken also knows that assigning tasks that match the team's skill-set provides a workspace of content. It also creates an avenue to keep the morale high. For example, the clinical team members are nurses and social workers; the administrator does the clerical office work, and the medical management specialist works with members via in person or phone. All team members' tasks are different, and all don't perform the same task. As result [au]of assigning a task to skill-set has produced quality member satisfaction has enhanced. When members are satisfied, it showcases a successful health plan. [av][aw][ax]

SWOT Analysis

A healthcare plan that can provide comprehensive healthcare is a critical strength in Amerigroup's Medicare- Medicaid Plan. When teams go out and educate members about their benefits and the plan; they're building relationships with members and those members become permanent and engages others to become a part of the health plan. As of now Medicare-Medicaid Plan in Texas has the most extensive members enrolled compared to Amerigroup's competitors. One of the departments' weakness[ay][az][ba][bb][bc][bd][be][bf][bg][bh]es is the decision to sublease with the Medicaid office rather than allowing the team members to work from home. The second weakness I have discovered is the use of media and technology compared to competitors’ media and technology presence. The absence of media and technology presence places limitations on obtaining new members and member retention.

To date, the healthcare insurance sector has been under a lot of pressure to lower costs and provide ways for the insured to continue care. As a result, it offers an opportunity [bi][bj][bk][bl]for increased visibility and member retention. The most significant threat to the Medicare-Medicaid plan is the lack of engagement and visibility compared to [bm][bn][bo][bp]its competitors. Competitors like Cigna, Aetna, and Molina healthcare plans have visibility in media and technology; that results in direct communication to members.

Organizational Strengths

The first significant strength is Amerigroup Medicare-Medicaid Plan is the most substantial health plan in Texas. Members come from four notable counties within the region of Texas such [bq][br][bs][bt][bu][bv][bw][bx][by][bz][ca][cb][cc]as Harris, Bexar, Tarrant, and El Paso. Team members host community events, health fairs, and school drives for low-income families. By the Medicare-Medicaid Plan having the strength of being the most significant health [cd][ce][cf][cg]plan, it has an advantage of attracting membership due to the organization's reputation and membership numbers.

The Second strength is that the Medicare-Medicaid Plan is an all-inclusive health plan. That provides its members an opportunity to carry one card and see providers that specialize in their particular health issues.

Organizational Weakness

First organizational weakness is the housing of MMP employees in the same office space as the Medicaid health plan team. The Medicaid division operates under traditional corporate leadership. Unlike Medicare, works under[ch][ci][cj][ck] the non-traditional leadership. The intertwining of different departments tends to leave a negative connotation amongst the associate's employed with the Medicaid division. Associates tend to perceive that the leadership has favoritism amongst certain employees. The wrong perception can cause low morale within the organization, which is unacceptable.

Second organizational weakness is the use of media presence to attract members. Competitors have a large media and technology presence that drives potential members to join their health plan. By having a strong media presence, it[cl] provides access to a broader potential member base. [cm][cn][co][cp]

Organizational Opportunities

The MMP department has now added a provider locater toll-free member service line. There has been a surge of a request for members needing to locate a provider and most members don't have internet or are uneducated on the use of the internet. This tool has taken off rapidly, and the members are responding to it [cq]well.

Secondly, the Medicare-Medicaid department has implemented the use of Community Healthcare Workers (CHW’s). CHW’s are on hands employees that provide face to face assistance to members. The CHW program is receiving praise from members that are homebound or lack technology.

Organizational Threats

The first threat that the Medicare-Medicaid Plan faces is health care fraud committed by physicians. The Medicare-Medicaid plan is a newly formed health plan, and fraud has occurred. As to date the top fraud that has been committed is physicians billing for service not rendered to the member.When [cr][cs][ct][cu]falsifying services occur it impacts the quality of care members receive.[cv][cw][cx][cy]

A second threat is media misrepresentation that the broker's direct members to view. Most people tend to stick to what they know rather than risking and trying something different. [cz][da]Other healthcare companies have radio and televisions ads that are in full rotation daily. Unlike, Amerigroup MMP there is limited media presence or no media presence at all.

Leadership Evaluation

Leadership evaluation is Ken Satrom, Staff Vice President. He is 44 years old and has been with Amerigroup for ten years; married with two sons. Ken holds a bachelor degree [db][dc]in Psychology from the University of Maryland. He is open-minded, adaptable to change, and love to see progress. Ken attends various executive leadership conferences to hone his leadership skills. He has a passionate thrive for success and encourages others to learn the business to grow within the organization. He is a caring and friendly leader and those that work under him like him and want to deliver their best results to him. As stated by (Bass, 1985) postulates, transformational leaders are theorized to influence their followers by heightening followers’ self

-awareness, instilling a sense of purpose and mission in followers and influencing them to transcend lower-order needs and goals for the sake of the long-term benefit of the group to which they belong.

Leadership Strengths

Ken understands that he does not know everything and