...and why? * Culture change: from punitive to collaborative * Shared responsibility: what does it mean * Breaking the Blame Cycle * Code of Conduct Recently our organization conducted a survey asking employees to identify sources of job satisfaction and dissatisfaction. This survey was part of a large scale effort to identify ways to improve performance, quality of care, patient outcomes, patient satisfaction, and nurse satisfaction. By allowing employees to engage in the process of shared diagnosis, we can create a sense of dissatisfaction with the status quo and begin to unfreeze behaviors that have been hindering our organization from reaching it’s full potential (Spector, 2010). The survey revealed that many employees feel we operate in a punitive culture. That is, when errors or missteps occur, employees are afraid to report these incidents due to fear of blame, punishment, and retaliation. Instead of operating in a punitive culture, the organization wishes to change our culture to one of collaboration. We desire to share responsibility for both triumphs and failures, to break the cycle of blame, and to operate within an environment in which all can learn from errors that occur, and that through collaboration, we can be an solution-focused organization. The purpose of this presentation is to introduce the new organizational Code of Conduct and to help managers at every level of our organization implement this culture change. CODE OF CONDUCT (Adapted...
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...PED Price Elasticity Demand When price Quantity demanded When price Quantity demanded We have to Study not the direction of the change but the degree of the change If the price Quantity demanded markedly : Elastic = High response If the price Quantity demanded not markedly ( Low response ) Elastic = low response this is very important in Pricing Strategy In Elastic case : Reduce the price as long as it is still profitable In Inelastic case : Raise the price as long as It is accept Socially In Inelastic will not stay inelastic forever ; either turn into elastic or the demand will decreases Price changes with change in elasticity What is PED? Definetion of PED ? Calculation of PED , Degree of elasticity ? Importance of PED ? Pricing policy Determinant of PED ? Important or not ? Is there a substitute or not ...
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...without consequent change. Having the right and diverse culture are as important as having a great brand of products to support the business aspects of an organization. Implementing change is never easy nor resistance free. Change can’t be rushed nor imposed upon. Planning, strategy, risk analysis and hard work are vital elements that an organization should anticipate and be good at. Most of the organizations have difficulties recognizing the effort and planning that is required for an organization change and to withhold the resistance associated with change. Forecasting change before disaster and getting equipped with the change intervention is half the battle the modern era companies face. The company that I will be discussing in this paper is General Motors (GM). GM has a global presence and was growing rapidly in sales and brand value until past decade. Due to recent economy melt down and global economic crisis, GM was left with no options other than to make critical changes to their business model and products for the corporation to survive. Auto industry is deeply rooted in the fabric of American culture, one out of ten Americans depends on the US auto industry for their livelihood. GM can’t go back to the old ways of making profit and survive the new wave of economic restrains; like environment factors and going green initiatives due to the recent oil spill incident. The urgency to go green and need to change GM’s energy dependencies required GM to change. This forced GM...
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...STEPS FOR CHANGE Managing effectively the human aspects of organizational change is central to your success as a change leader. SUCCESSFUL CHANGE LEADERS ARE RARE BIRDS. WHETHER THE effort to implement change is institution-wide or focused at the departmental level, the reason for failure can nearly always be traced to a lack of effective change management skills exhibited by the leader. More specifically, it is most often a leader’s misunderstanding of organizational culture and human relations within that culture that prevent successful implementation of change strategies. While observing and participating in numerous attempts to implement organizational change within both nonprofit and for-profit organizations, I have advised leaders to follow 10 essential steps. 36 • JUNE 2002 TING NACUBO BUSINESS OFFICER • 37 1 1. Align Leadership Style With Organizational Culture Many leaders don’t fully understand that, by nature, most organizations resist change. Employees create patterns of behavior to reduce stress and eliminate the unknown. Change creates uncertainty, stresses the culture, and alarms the culture keepers—those individuals who resist change at all costs. It is the leader’s responsibility to reduce undue stress on the culture caused by change initiatives. For instance, if a leader’s orientation is external—focused on market or customer needs—and the organization’s culture is primarily inward or tradition-oriented, a leader will face difficulty when...
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...Challenges in implementing changes Changes may affect every industry and every organizational function. In every organization, management knows about the external environment and the vision of the organization. This knowledge is the basis for developing appropriate strategies. Although challenging, this is the easier part. Nevertheless, management will only be able to successfully implement a new strategic direction, if they manage to gain the commitment of everyone within the organization. The point is to develop processes that enable all employees to learn about change and that to develop a culture of dialogue between management and workforce. The process of change has impact on the whole organization and on all individuals working there. Change processes influence • What the organization does • The way the organization does things • The way all business units of the organization communicate and share information. In implementing changes, there are some barriers that manager need to solve such as: Barriers of Perception: Difficulties to identify and to analyze the core of the problem / the real cause of the problem. Too narrow scope of the problem: Problems are approached with a one-sided view that focuses on particular aspects only. Emotional Barriers Risk-aversion: Fear to make mistakes or to fail. Lack of ability to process incomplete or contradictory information Cultural Barriers Tradition and change: It is a challenging task to overcome...
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...According to Leedy (2009), change management has been defined as an organized, systematic application of the knowledge, tools, and resources of change that provides organizations with a key process to achieve their business strategy. Nel et al (2004) says, change is an ever-present feature of organisational life, both at an operational and strategic level. Therefore, there should be no doubt regarding the importance to any organisation of its ability to identify where it needs to be in the future, and how to manage the changes required getting there. Organisation seeks for a change due to various reasons ranging from to earn the profit to make more benefit in a business. But due to various reasons they face problems of low level of success in their change efforts. Either from the point of view of employees or by the point of view of management. According to Daft (1994), organisations sense a need for change when they perceive a performance gap, that is, a disparity between existing and desired levels of performance. It seems a somewhat narrow definition in that it implies all change is planned and positive and seems to ignore the possibility of unplanned and potentially negative change - for example, unexpected budget cuts. This said, most change is planned, is intended to be positive and arises from the need to respond to new challenges and opportunities (Mullins, 1996). In response to, or in anticipation of such factors, organisations may initiate change. This can incorporate both...
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...going to have an impact (Both Positive & Negative) on the Great Barrier Reef. The research will prove the: Main problems, Why it will succeed and Why it will fail. Although many say it will succeed, others say it will end in a disaster. The main problems identified by the GBRMPA ( Great Barrier Reef Marine Park Authorities) are climate change, poor water quality, coastal development, and minimal impacts from fishing. But the real conflict is the progressive effects of all the combined impacts put together. In the 2050 Reef Sustainability Plan "report" book expresses "The Reef 2050 Long-Term Sustainability Plan is a noteworthy stride to guaranteeing the future wellbeing of the Great Barrier Reef World Heritage Area. It expands on the current solid establishment of administration, and depends on the standards of helpful administration supported by thorough learning." But, how would we know whether this Plan is idiot proof? Despite the fact that, they have been observing the Reef for a long time and four months starting today we don't know whether it will work. Prior this year, a report from the Great Barrier Reef Marine Park Authority found that, since 2009, the point of view for the Great Barrier Reef is poor, it has turned out to be more awful finished the previous eight years, and is required to additionally decay soon....
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...Campus Dr. Steve Munkeby June 19, 2016 Leadership and Communication Leadership and communication goes hand in hand in all aspects of life. In order to be a leader worth being supported and followed one must have effective verbal and nonverbal communication skills. Along with exceptional communication a leader needs to develop both internal and external awareness. They must remember the audience they are addressing and how to get their point across. They will need to be aware of barriers that will be encountered and find ways to overcome them. Communication Strategies Associated with Effective Leadership There are vast amounts of communication strategies used for effective leadership. Leaders must remember the audience in which they are addressing or communicating with. Being a great talker does not necessarily translate to being a great communicator. A great communicator needs to have a high sense of situational and contextual awareness (Myatt 2012). A leaders also needs to prepare themselves to be a change agent. Audience Leadership will be more effective when keeping in mind the audience being addressed and how information given needs to be received. Audience is a vague term for a leader to address. It could mean on a more personal level like a one on one situation between supervisor and employee, a teacher trying to educate her students, or even the President of the United States giving a state of union to the nation. A leader may also want to take into consideration the generation...
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...SHRM in cooperation with Professor Michael Beer and Russell Eisenstat of the Harvard Business School. T The evaluation of SHRM focused on 10 units (eight divisions, the diagnostic sector, and the corporate organization) that had undergone at least one SHRM profile. Conclusions were drawn based on the following sources of information: • The experience of management and profilers with all SHRM profiles. • Interviews with top management and members of the employee task force (ETF) in each unit by a research assistant. CO • Questionnaires administered to the Operating Committee (OC), the ETF, and employees interviewed by the ETF in the 10 units. In all, over 1,000 employees received a questionnaire, and over 500 responded. • An analysis of barriers to strategy implementation identified by the employee task forces in the 10 units studied. • Feedback meetings in several divisions and at corporate headquarters where findings were discussed with the top management team and the ETF. PY Research Associate Pamela J. Maus prepared this case under the supervision of Professor Michael Beer as the...
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...the most appropriate channels to communicate the change to the employees, and explain why you selected these channels. Communication Channels | Rationale to your selection | Initial Meeting | -Allow everyone introduce themselves -Build some trust and rapport-Networking-Will be face-to-face-Will be a onetime meeting | Project Meeting | -Meeting will be weekly-Face-to-Face or Conference Call-Review the status with the team | Project solutions Meeting | -Meeting will occur as needed-Discuss project barriers and solutions-Develop and implement of new programs or projects-Will be face-to-face | Monthly Status Meeting | -Will be face-to-face or conference call-Report the status to upper management-Well occur monthly | Monthly Reports Meeting | -Channel will be thru email, fax, or memos-Will go over reports such as; cost, issues, and progress | 2. Identify the potential barriers to effective communication and strategies for overcoming the barriers. Potential Communication Barriers | Strategies to Overcoming Barriers | Information Overload | -Listed above are a lot of meetings and employees will get overwhelmed with information that is important? - A solution for this is to have an employee take notes for each department and send them in an email for referencing. | Communication Apprehension | -Some employees may not be comfortable in a face-to-face or with written information. -A solution for this barrier would be to have a mixture of face-to-face, conference...
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...Identify the potential barriers you will face during the change process. Border’s lack of technology has kept the company from taking flight during an era that technology rules. Borders demise was caused by management errors. There are many potential barriers Borders will be facing. The company will now have to hire new CEO’s and supervisors in different department areas. It’s not an easy task to hire knowledgeable individuals with the drive to revamp a company and impede failure. Another barrier facing borders would be adapting employees to the new management and their strategies. All the employees need to be onboard with the changes that will be occurring, because if not then Borders can face dissention within the staff. Some staff member’s can cause resistant to changes, communication would have to be the key to fixing this resistance. Employees would need to know their roles and responsibilities, and a timeline. A timeline is critical, and if not implemented can be difficult during the transition process. There’s also planning. Without step by step planning, the organization can face even greater barriers, because it needs to understand the changes that need to take effect and how will they occur. These barriers would have to be overcome in order for the progress of Borders. Evaluate the power and political issues within the organization and describe how you will address these issues. With new management the Organization will be weak. Restructuring a company always has...
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...Communication Barriers - Presentation Transcript - Introduction Communication is the process by which the source transmit any messages, ideas, information to the receiver through a medium. Barriers of communication are the hindrances or difficulties involved in the process of communication which distort the message from being properly understood by the receiver. Types of barriers Barriers ?Semantic ?Organisation Barriers ?Psychological Barriers ?Other Barriers Semantic Barriers Lack of common language ? ? Poor vocabulary ? Use of jargons ? Poor grammar, punctuation ? Round about verbiage ? Lack of clarity in the message Organizational Barriers Complexity in organizational structure ? ? Status & positions ? Policies, rules & regulations ? Wrong choice of medium ? Communication overload ? Fear of superiors Psychological Barriers Attitudes & Values ? ? Difference in Perceptions ? Past Experiences ? Source Incredibility ? Abstraction ? Filtration ? Resistance to Change Other Barriers Cultural Difference ? ? Distance & Time ? Technical Problems ? Fear ? Poor Communication Skills ? Insufficient Adjustment Periods Ways to overcome barriers Sharpening communication skills ? Use simple language ? Being receptive to changes ? Improving listening skills ? Avoid Jargons ? Open-mindedness ? Avoid prejudice ? Message should be clear and brief ? Contd.. Avoid fear ? ? Build credibility ? Understanding receiver ? Selection of proper channel ? Develop emotional stability ? Receive...
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...com/downloads/hsm-330-health-services-information-systems-midterm-exam/ HSM-330 Health Services Information Systems Midterm Exam (TCO 1) An EHR is defined by the fact that there is collection of data from multiple sources, that provide decision support, and: (TCO 2) Which of the following is a gap in a physician office EHR environment where a document imaging system can be of value? (TCO 3) EDMS would enable which of the following change to occur in an HIM department: (TCO 4) What is the name of the model act relating to the use of electronic online communications and contracts, electronic records, and online signatures? (TCO 5) The use of what tool would provide both the monetary and qualitative benefits to help build a business case for the CEO’s support of an EHR project? (TCO 6) Which of the following is a probabilistic system: (TCO 7) EHR steering committees are largely comprised of: (TCO 1) What are the major benefits and potential barriers to achieving benefits in an EHR? What steps are important to overcome barriers? (TCO 2) Please describe Workflow Technology? What does it mean? What tasks can it perform? (TCO 3) What is the definition of an electronic signature according to the E-SIGN Act, when was it approved, and how many states have accepted this standard? (TCO 4) Describe the following abbreviations: EDMS, RFID, HL7? HSM-330 Health Services Information Systems Midterm Exam Follow Link Below To Get Tutorial https://homeworklance...
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...Lesson Purpose: To develop a full understanding of trade, one must first divorce politicians’ and the media’s descriptions of trade from economists’ understanding, especially as it relates to the ‘benefits of trade.’ Politicians traditionally say they favor trade, but only as long as their constituencies are not adversely affected. Economists favor voluntary, or free trade, without that political caveat, because it leads to resources being used in their most highly valued ways and thereby to general, widespread increases in standards of living. Many students see the win-win model of voluntary exchange as abstract, a textbook construct and simulation artificiality that doesn’t fit the real world where trade affects jobs, the environment, and relationships between nations. The economic consensus on the importance of voluntary trade is an extension of their recognition of the benefits of voluntary exchange among individuals and businesses. Teachers can best build students’ understanding of how trade creates wealth by taking the time to establish a firm grounding in the key economic reasoning tools – specialization, division of labor, productivity, and comparative advantage – and by applying them to trade within a nation before leaping into trade among nations. The basics, as always, come back to scarcity and opportunity cost. Natural and human resources are not equally distributed throughout the world, or even, indeed, throughout a nation. One of the most important functions...
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...management and organizations today. Organizations in the 21st century have little choice but to adapt to the rapid pace of change or face the risk of extinction (Jamali, Khoury and Sahyoun, 2006). With the continuous changes and advancements in technology, the pervasiveness of globalization and uncertainty and volatility within the global markets; it is essential that organizations create structures that are sustainable and successful. Eloquently put by Peter Senge “the basic meaning of a learning organization is an organization that is continually expanding its capacity to create its future” (1990). From the basic definition of a learning organization one is able to understand the overall positive image and outcomes it provides for organizations, however what reduces the amount of learning organizations within society today, are the numerous obstacles and barriers they face. Specifically barriers, barriers to learning occur as the result of managerial efforts to implement this new ideology, which is not accepted or understood by employees or management itself (Steiner, 1998). This report will delve into the barriers organizations face during the transformation process in becoming a learning organization emphasizing: the five learning disciplines, the inconsistency and shortcomings of learning concepts, the lack of effective leadership and resistance to change management strategies within the organization. Peter Senge is an American systems scientist who popularized the term...
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