Long-term care communities are undergoing innovative changes in order to improve the quality of life of their residents. “Culture change” is an example of a new practice being implemented in many of the communities around the United States. One of the ways long-term care communities are changing is by moving from a “provider-directed” model (focusing on the institution) to a “person-centered” model where the residents are able to participate in the majority of their daily decisions.
One study, “Occupancy and Revenue Gains from Culture Change in Nursing Homes: A Win-Win Innovation for a New Age of Long-Term Care,” by Amy Elliot identified the gains of culture change on long-term care communities. She compares data from long-term care communities that have been engaged in culture change of care practice, the environment, and workplace in their community for at least two years to data from communities from 2004, prior to the culture change movement. Culture change was analyzed in relation to its impact on occupancy and nursing home revenue.
The results of the study provide evidence that culture change has an impact on increased occupancy and revenue in long-term care homes. The data suggests that communities engaged in culture change had a 3% boost in occupancy and $11.43 increase from 2004 to 2008 in per day per resident revenue. The study also advances the idea that culture change could save long-term care communities money by reducing turnover rates, reducing food costs and decreasing waste. Thus, culture change is good business for providers and an improvement in the quality of life for residents.
Elliot, Amy. 2010. Occupancy and Revenue Gains from Culture Change in Nursing Homes: A Win-Win Innovation for a New Age of Long-Term Care. Seniors Housing & Care Journal. 18(1): 21-36.
