of-tic perft„," not-for-profit hospitals, where profitt-s"hla* ring is permit kvinapter 6 discus:: con. omcidc 00,10jriog 0: i-Te11ay is only part of an effective itncreensptiovnedsytstneomtp.PEe ''''' Inceriti,votr imply that individuals will no portunities tile() v does not work, public celebrations of their accom'polis°hments, or a hallengl to 3° ci4 riew by a trusted mentor. An effective manager will consider h ce ro pos: Tel Successful organizations require cooperation in managemt these aft0101s;ricis,:o'n for aligning incentives. Promotions typically combine financial production, so a nonfinancial system that rewards cooperation is a sen-sible °P" and nonfinancial rewards.
Improving Total Knee Replacement at Brigham and Women's Hospital In 2007 John Wright gathered a group of people from all of the profes-sions involved in total knee replacement at Brigham and Women's Hos-pital—surgery, anesthesia, nursing, physical therapy-to formulate a single standard way of doing knee replacements (Gawande XXXXXXXXXXThe team carefully studied the medical literature, conducted some small-scale trials, worked together to develop a standard protocol, and tried to get everyone to follow suit. The new protocol involved changes in anesthesia, changes in the prostheses used, changes in medications, changes in postoperative activities for patients, and changes in physi-cal therapy. The new protocol reduced costs, improved pain control, improved the mobility of patients, and shortened length of stay. Lowe XXXXXXXXXXquotes Wright as saying, "Our primary goal is to improve the Outcome and theprocess of care for the patient. invariably when we Pay attention to these concerns, we find that we achieve the secondary goals of efficiency and cost savings•"
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