Health Care Survey Finds Costs Too High

It isn’t too much of a surprise that many Americans are finding the cost of health care too high to be affordable. Having said that though, they are also happy with the quality of their health care.

It’s interesting to note that a recent survey of Americans about the health care system discovered that overall, people were pleased with the quality of the health care they received. On the other hand, the cost of health care was entirely a different matter. Cost is a flash point with many people in this recession and it should come as no shock that those being polled would respond to the higher costs of health care.

It’s not a secret that health care costs have gone up precipitously over the last few years, with seemingly no end in sight. Although with some of the recently announced changes to the system coming in 2010, the price pendulum may swing back to the point of being reasonable. And that’s the conundrum facing us today, the quality of our health care and what we should be expected to pay for it.

Two out of three people who were asked questions about their experiences with our health care system were pleased with the quality of care they received. With quality care however comes a hefty price tag, much like the saying, “You get what you pay for.” So it’s a bit of a dilemma for the system to also be condemned as not being very affordable, as in where does the system draw the line between quality and affordability? The poor affordability rating came from those who suffer from disabilities or other chronic conditions.

The number of people polled for this interesting survey was fairly representational of the American population at large, with close to 14% of those responding admitting they had no health care because they couldn’t afford it. This doesn’t address what they would do if they required health care and had to pay for the expenses incurred out of their own pockets. The respondents who did have health insurance mostly received it from an employer, who sponsored a group health care plan at their place of employment.

While the survey is valid in terms of being representational for the nation, it did not include a portion that asked people what they were willing to pay for quality health care. Quality health care and the skill to deliver it needs to be reimbursed in some manner, so the question is how to deal with that and ensure everyone has access to affordable health care.

Healthcare Industry China Animal Feed Industry Research Report

Animal products such as meat, milk and eggs are an expensive source of food as compared to stable crops. Due to this, the consumption of animal protein in the developing nations is well below the world average. However, the transition in the economies of these countries has lead to growth in disposable income, purchasing power and the consequential rise in demand for animal protein. Food consumption level is now considered a clear indicator of the size of a country’s population and the health of its economy. China is by far the best example to highlight the validity of this point.

China continues to develop and is rapidly becoming a stronger economy. The sophistication and rising standard of living of the population has resulted in a change in dietary patterns. China is the world’s largest consumer of meat and is nearly self sufficient in meeting its requirements. Livestock production has been growing faster than any other agricultural sub-sector in China in recent decades, mainly due to the substantial growth of pig and poultry industries. To support its large number of livestock, the country requires animal feed in quantity and quality. This is the most important reason behind the growth of the animal feed industry in China.

The 6 broad categories of animal species for which feed is specifically manufactured in China are pig, boiler poultry, layer poultry, aquatic animals, ruminant and feed for other animals such as horses and pets. Since China is the largest market in the world for pork, pig feed is the major segment within animal feed in the country. Furthermore, the consumption of chicken is increasing rapidly, thereby amplifying demand for boiler poultry. However, feed for aquatic species is the fastest growing segment owing to the booming aquaculture sector in China.

-Due to the development of China’s economy, the population is increasingly being able to afford animal protein and is constantly adding the same to their diets. Subsequently, animal feed is required both in quantity and in quality to support the livestock in the country.– according to the research report -China Animal Feed Industry Review to 2018- Thriving Aquaculture Sector to Accelerate Growth’ by Ken Research

The report provides detailed overview on compound feed, concentrate feed and premixes and additives, in addition to feed for specific animal species in China and helps readers in identifying the ongoing trends in the key segments of the industry and anticipated growth in future depending upon changing industry dynamics in coming years. The report will aid industry consultants, animal feed companies, marketing companies and other stakeholders to align their market centric strategies according to ongoing and expected trends in future.

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Healthcare Staffing Agency Excellent Business In Present Scenario

Healthcare staffing agency offers invaluable service to the healthcare centers and hospitals. Healthcare professionals can have a rewarding career if they get attached to these agencies. Nowadays, there is shortage of medical staff of all level in the hospitals and so demand for professionals is increasing. If you are a professional with business knowledge and skill, you can plan and start a healthcare staffing agency. All you have to do is arrange for medical professionals and place the candidates in right places.

However, it is not so simple as it looks but this business is quite challenging and rewarding as well. You have to choose the candidates according to their knowledge, education, training and experience and place them in hospitals and other healthcare centers where they are needed. You must consider the goals and objectives of the healthcare centers and at the same time satisfy the demands of the candidates also. Keep the records of all medical professionals that you have placed.

Once your healthcare staffing agency is established, you have to earn the name and the best way to do is to provide eligible and good candidates so that your clients are happy and refer the name of your agency to others. Always monitor your candidate even after the placement is done. You also have to take care that the candidate is taken care of and his requirements are fulfilled as well. Consider the rules and regulations set for the staffing agencies because some of the hospitals hire the service only when the healthcare staffing agency is licensed or registered.

Healthcare staffing agencies have to work on both the sides. The main function of healthcare staffing agencies is to satisfy the management of the healthcare center where they have provided their staff. These agencies need software designs that help them analyze the candidates in a better way and also helps them do the day-to-day medical staffing properly. There needs to be efficient staff and professional in the agencies so that the medical staffing is done properly on daily basis. These agencies save a lot of money of the hospitals also.

Healthcare Reform Rising Costs of Benefits Puts Onus on Employees

Up to 159 million Americans (52 percent) are covered by employer-sponsored plans. The Affordable Care Act is changing the group health insurance scenario. Employers are concerned about the rising cost of per-employee benefit costs and are expecting their employees to contribute more out of their pay checks to the benefits package. This is borne out by the results of several studies, including ERCs recently published 2011/2012 Policies & Benefits Survey covering Northeast Ohio employers.

Recent Deloitte and the International Society of Certified Employee Benefit Specialists (ISCEBS) research1 indicates that 85% of employers expect new health insurance law to raise per-employee benefit costs. Employees are expected to help employers face this challenge by paying more out of their pay checks to their benefits package. In fact, the focus on controlling healthcare costs is evident: 73% of the employers surveyed said that health care reform will push them to reevaluate their benefits packages over the next 12 months in light of health reform changes. Sixty-two per cent of employers have already made cost-sharing a part of their benefits packages.

Two-thirds of the Deloitte employer respondents are making no immediate changes to their benefit programs and adopting a “wait and see” approach for final healthcare reform provisions that may reduce plan design flexibility.

More controversial was the recent McKinsey & Company survey2 of 1,300 employers in early 2011 which found that 30% said they would “definitely or probably” stop offering employer coverage after 2014. Nearly half of the employers said they would consider alternatives to their current plans, including an insurance option that would only offer coverage only to certain employees.

A survey conducted by the Kaiser Commission on Medicaid and the Uninsured and the Urban Institute3 last year showed that in 2010, employees with coverage contributed a greater share of the total premium, a significant change from the steady share they paid on average over the last decade. In 2010, covered employees on average contributed 19% of the total premium for single coverage (up from 17% in 2009) and 30% for family coverage (up from 27% in 2009).

According to ERCs 2011 survey, Northeast Ohio employers report that the average health insurance deductible paid by employees has risen significantly since 2009. As organizations strive to cope with the increase in costs, they are resorting to greater cost-sharing with employees. The survey indicates that employees’ co-pay amounts and contribution to group health insurance premiums also increased in the last two years.

Competing objectives are complicating matters. Deloitte/ISCEBS rates employers top five total reward priorities as:

Cost of healthcare benefits Employees willingness to share more of the benefit Ability of the benefits program to attract, motivate and retain talent Ability to comply with and adjust to PPACA’s mandate Clear alignment of total reward strategy with business strategy and brand

Healthcare Law Means Changes for Nurse Management Jobs

Would it surprise you to know that President Obama’s health care law goes well beyond simply providing insurance to those who don’t have it? Indeed, the Affordable Care Act (affectionately known as ObamaCare) contains an entire litany of new regulations that will affect everything from who receives care to how services are bought and paid for.

A good example of the burdensome regulations applies directly to nurse management jobs. There is a provision in the law requiring medical facilities to allow breaks for employees who are also nursing mothers, in order to allow them time to express milk. For a nurse manager this presents a whole new set of problems.

For instance, the law states breaks must be “reasonable” in terms of length. But who decides what “reasonable” is? If one nursing mother can express her milk in 15 minutes while another takes 30, there will be questions about fairness and equal time. Then there’s the question of workers who have babies brought to the workplace to nurse rather than expressing milk and putting it in the refrigerator.

Just this one little regulation is already causing a lot of headaches for nurse managers. It provides further evidence that the health care overhaul is not all it’s cracked up to be.

Nurse Management Jobs Still Worthwhile

Despite the changes in the healthcare regulations, don’t be discouraged if you want to get into the healthcare field. Nurse management jobs are still very attractive for a variety of reasons. They offer excellent pay, a good working environment, and room for professional advancement.

Furthermore, working as a nurse manager brings with it a measure of personal satisfaction by being able to help make the lives of patients better. By your willingness to put your best foot forward your nursing staff will be encouraged to do the same and your patients will benefit.

You and Your Staff

To excel as a nurse manager requires a way of thinking that’s slightly different from what you did as an active floor nurse. In other words, before moving into management your primary focus was your patients. As a nurse manager you’re still focused on patient care, but you’re more focused on your staff as the vehicle to provide that care.

Nurse management jobs are therefore more about encouraging the success of your staff. When you’re nurses are doing well, so will your patients. When your nurses are not performing up to standards patient care will suffer.

Nurse Managers also have the added responsibility of representing their staff before upper management and other members of the healthcare team. This requires a certain amount advocacy which some nurse managers find difficult. Nonetheless, it’s part of building a solid team.

In the United States there is currently a significant shortage of nurses and nurse managers. There are nurse management jobs available in big cities, small towns, and through temporary staffing agencies. If you’re qualified and want to work, it’s out there for the taking.