...Systems Thinking and Change Management Evaluation Systems thinking is a process that incorporates the crucial elements of strategic planning, management and leadership development, team building, and other principles of organizational change in the effort to create positive change within an organization. The first component of this discussion evaluates systems thinking and the application and limitations of systems logic as essential considerations in managerial decision making. Systems thinking is also a technique that manages a process as a whole while understanding that individual pieces of the process can cause an impact. Systems thinking applies a linkage strategy that analyzes interactions among elements comprising a system. It takes into account that large systems can be negatively affected by small changes in another geographically or time separated areas. This view of process management is ideal for any organization that has more than a very few processes and personnel. Communication is the method within systems thinking that defeats negative affects. Application and Limitations A systems approach can be seen in the following real world-example. Their outstanding success in systems thinking makes Wal-Mart’s an excellent comparison system for corroborating systems thinking examples for this IT project’s discussion. Wal-Mart has taken forecasting to the highest level by using a systems thinking electronic database (Aquilano, Chase, and Jacobs, p. 510, 2006). The company...
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...human relations approaches of management theory. One of the most important human activities is managing. Since the development of the first human civilizations managing has been essential to accomplish aims and objectives and ensure the coordination of individuals Olum (2004). Management is defined as the combination of the skills and talents of individuals concerned with getting things done through people by taking into account the resources for profitable activities Pettinger (1994). In the early twentieth century, Henry Fayol defined management as the process of “forecasting, planning, organizing, commanding, coordinating and controlling” Fayol (1949). Subsequently, Koontz and O’donell (1988) suggested the definition of management as “an operational process dissected by analyzing the managerial functions such as planning and organizing”. Over the last centuries management has been studied with the view of establishing what constitutes a successful manager Petinger (1994). The search for applicable principles of management initiated in the last years of nineteenth century in Europe and America Cole (2004). Like any other social practice, at the heart of management is theory that managers can deploy to achieve competition advantage and use more incisive interventions McAuley et al (2007). In addition the basic requirement of managers for meeting the challenges like competition, use of sources and maximum output is the knowledge of management theories Mahmoud and Basharat...
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...pharmacies don’t require prescription. Handling a business is not easy as one two three. An interested owner that deals with selling of pharmaceutical products need determination to operate business, the guts to get it going, the power to motivate his employees and the financial commitment to make it happen. You should also be competitive, a positive thinker and a goal minded person in order for you to make the business successful. One of the ways to be successful in business is to manage the cash properly and wisely. Cash management is a marketing term for certain services offered primarily to larger business customers. It may be used to describe all bank accounts (such as checking accounts) provided to businesses of a certain size, but it is more often used to describe specific services such as cash concentration, zero balance accounting, andautomated clearing house facilities. Sometimes, private banking customers are given cash management services. Cash management is a broad area having to do with the collection, concentration, and disbursement of cash including measuring the level of liquidity, managing the cash balance, and short-term investments. If at...
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...Abstract Evaluation and management services or E/M is a service used by private health insurance companies, Medicare and Medicaid for the purpose of reimbursement to providers for patient encounters within the United States. E/M is used in determining the type and extent of the condition of a patient. Current Procedural Terminology (CPT) Codes are used in conjunction with E/M codes to document and bill for reimbursement of specific services. Evaluation and Management Services To determine the level of evaluation and management services that are provided to a patient, the key components and contributing factors need to be assessed. The procedure would be to identify if the patient is a new or established patient, where the patient is being seen, is this a consultation, is the patient being seen for an illness or preventive care, determine the level of history, the level of examination, the level of medical decision making (MDM), then assign the proper code (Abraham, 2011). Evaluation and management service levels are based on any and all documentation found in a patient’s medical record. There are different levels of service for which key components are based on; history, examination and medical decision making. These three components are a reflection of what occurred and is recorded by the doctor in the patient’s medical record. You will find these key components in every patients case with the exception of counseling encounters. By using these key components...
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...critical evaluation of Women in management- the glass ceiling at the St. Lucia Fire Service Executive Summary The topic of the glass ceiling has been of great interest in recent years especially in the field of management. The problem is that women demonstrate successful qualities over years and despite the qualities that they possess, the glass ceiling still continue to exist in organizations that are male dominating and find it difficult to break into management. The purpose of this research is to identify the barriers that exists impeding women’s career progression in the fire service and to make recommendations that the St. Lucia Fire Service may implement to increase capacity in senior management level. It is important for women to be part of senior management since women currently make a proportionally larger percentage at the workplace and also because the government has established that in any form of recruitment into the fire service, women should make up twenty percent of the capacity. This research examined how the concept of the glass ceiling is unavoidable in the fire service. Two stages of data collection and analysis were carried out. By using descriptive research the status of women in the fire service will be presented. A questionnaire was developed and delivered to two hundred fire personnel. An analysis of answers from the questionnaire was analyzed to assess the opinions about the impact of females on promotions to senior management. To continue) ...
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...To: | D. Scott Sheldon, Chief Financial Officer, Allegiant Air | From: | Kristen Harris, Senior Financial Analyst, SH&E | Date: | September 5, 2014 | Re: | Evaluation of Fleet Expansion – A-320 vs. MD-80 | | | SH&E conducted an intense, detailed and comprehensive analysis, that included thorough research and exploration into Allegiant Air’s fleet expansion needs. To complete this analysis we compared existing and current market statistics, which pertains specifically to the fleet expansion needs. It is the recommendation of SH&E, that Allegiant Air purchase the McDonnell Douglas MD-80’s at a price of $4,000,000. It is the belief of SH&E, that the purchase of the McDonnell Douglas MD-80’s, is a prudent and sensible decision, versus a price of $62,600,000 for the Airbus A-320. SH&E thorough research showed that given the net present value, also known as NPV, the expenses for the McDonnell Douglas MD-80 is estimated at $44,200,000, in comparison to the Airbus A-320’s NPV of $93,600,000. If Allegiant Air were to purchase the McDonnell Douglas MD-80, over the fifteen year lifespan, this would allow Allegiant Air to save approximately $50,000,000 in operating costs. There is a summary below of the analysis and research that includes the methodology and assumptions that were used to conduct and thus support SH&E’s recommendation. The McDonnell Douglas MD-80 has a different seating capacity than the Airbus A-320.To compare these aircraft, a Cost per...
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...EMPLOYEE EVALUATION The company given in the example uses an annual rating scale evaluation method that appears to be primarily based on interpersonal relationships with co-workers as well as overall personality and attitude. There are 3 knows evaluation categories on the company’s current evaluation form: friendliness, neatness, and attitude. Friendliness This evaluation criteria focuses on the interpersonal relationships of the employee as he relates to his fellow co-workers including peers and supervisor(s). However, because of the employee’s personality differences, the employee receives a lower rating. The ability to have an accord with fellow co-workers is an important part of an employee review, especially if his ability to work with others negatively affects his or their output. However, interpersonal relationships in general should not be the primary focus of the review. The ability or desire of the employee to interact with other employees is not a valid representation of his work ethic or work product and is not indicative of the employee’s ability to help the company accomplish its ultimate mission and goals. Neatness The second item on the manager’s evaluation form is “Neatness.” The manager concludes that the employee’s neatness with relationship to his office space is only slightly better than a disaster area so, again, he gives the employee a low score. However, no mention is made of the employee’s work product. The manager needs...
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...Running head: ASSOCIATED CATHOLIC CHARITIES CUSTOMER SATISFACTION The Customer Satisfaction of Associated Catholic Charities Of the Diocese of Galveston-Houston Jill Brasher Elizabeth Haberer Mini Joseph Reena Mathew Karen Villareal Kirk Workman Craig Wondergem University of Houston Abstract One hundred seventy four individuals participated in a study to measure satisfaction of services received. The study hypothesized that at least 80 percent of the clients surveyed would report satisfaction with the services they received from the Associated Catholic Charities of the Diocese of Galveston-Houston (ACC). The study also hypothesized that there would be no significant differences between gender and reported satisfaction. It was further hypothesized that there would be no significant differences between ethnicity and reported satisfaction. Moreover, it was hypothesized that there would be a positive correlation between age and reported satisfaction scores. A ten question three point Likert scale instrument to survey clients satisfaction with convenience, timeliness, language, treatment, and overall help received by worker, program, and agency. Data was collected through telephone and written survey format on an immediate feedback or mail-out basis. The results indicated that 89 percent of the clients surveyed were satisfied with the services they received from ACC. Furthermore, the...
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...Strategic Management Case Study Project “Mission Statement Evaluation Matrix” Introduction: Perhaps the best way to develop a skill for evaluating mission statements is to study actual missions. There is no one best mission statement for particular organization, so a good judgment is required in evaluating mission statements. Evaluation of a mission statement regarding inclusion of the nine components is just the initiation of the process to assess a statement’s overall effectiveness. Effective statements should include nine components that can be understood well by the following examples of mission statements and their evaluation matrix. Components of the Mission Statements: 1- Customers 2- Products or services 3- Markets 4- Technology 5- Concern for survival, growth and profitability 6- Philosophy 7- Self Concept 8- Concern for public image 9- Concern for employees We have used the mission statement evaluation matrix to analyze the effectiveness of mission statements of three major companies working globally. Mission Statement of Nestle: “Good food is a primary source of god health throughout life. We strive to bring consumers foods that are safe, of high quality and provide optimal nutrition to meet psychological needs. In addition to nutrition, health and wellness, Nestle products bring consumers the vital ingredients of taste and pleasure” Analysis: I. Customers Customers have been prioritized for safe, high quality and optimal...
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...Internal assessment is an evaluation method that assesses employees from within a company as they progress from job to job through promotion and transfer systems (Phillips & Gully, 2015). Some internal review methods commonly used include: The nine box matrix which is a simple assessment tool that measures the past performance of an employee as well as their potential (Phillips & Gully, 2015). In addition to evaluating the employees, this method also helps the organization comprehend the general strength of the workforce. The Nine Box matrix is effective due to its simplicity and the ease with which the managers can use it. It is also cost effective. Performance appraisals the systematic assessment of an employee’s performance so as to be aware of the growth and development abilities an employee has. One significant role of this method of evaluation is to help the management within an organization outline promotion programs for those employees who have proven to be efficient. This role makes this method a very practical assessment method. Skill inventories are the activities that one can do well. Supervisors within an organization methodically record the most recent skills that the employees acquire in the database. Some internal assessment methods are not very useful. One of them is peer assessment where the employees rank and rate one another. Its advantage is that the workers know each other, and they may hence give first-hand information (Phillips & Gully, 2015)...
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...Kiani Lane and Chelsea Carey October 28th 2015 Deepwater in Deep Trouble Summary: On April 20th 2010, the United States faced not only on of its largest environmental disasters but the biggest offshore oil spill in its history. Off the Gulf of Mexico a large oil rig, Deepwater Horizon, operated by British Petroleum, exploded killing 11 employees and leaking an estimated 4.9 million gallon of crude oil into the ocean. Furthermore, the explosion caused a subsequent fire resulting in the ultimate sinking of the Deepwater Horizon. Although this disaster was accidental there were many warning signs that BP neglected which could have prevented it. To begin with, the construction of the underwater drilling pipelines were shoddy and a vital valve was installed backwards. Consequently the pipelines became brittle, full of cracks, and flooded. In addition, equipment readings, internal documents from BP engineers, and other red flags warned that the rig wasn’t operating correctly and that there was potential for a dangerous explosion. However, all these signs were ignored and not addressed as threats by managers. In an effort to avoid incurring costs and to maximize profit, BP cut corners and underestimated the importance of safety. After initial investigations it became clear that BP not only missed significant signs but staff did not have proper training, maintenance of the rig was inferior, and overall BP lacked formalized emergency responses and a safety culture. As a result BP...
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...International DATE: 2011 ISBN-13: 978-0-13-254706-2 1. Table of Content (Building Internally Consistent Compensation Systems) Introduction 124 Determinants of Internal Consistency 125 Job Analysis 125 Steps in the Job Analysis Process 126-129 Job Analysis Techniques 131 O*NET 131-137 Job Evaluation 137 Compensable Factors 137-139 Job Evaluation Process 139-140 Job Evaluation Techniques 140 The Point Method 141-143 Alternative Job-Content Evaluation Approaches 144-145 Alternatives to Job Evaluation 145-146 Limitations to Internally Consistent Compensation Systems 146 2. Why I selected this Book: HRMN 330 Course Requirement 3. Theme (Key Quote): “Internally consistent job structures formally recognize differences in the job characteristics that enable compensation managers to set pay accordingly.” 4. Abstract: The purpose of this book is to provide knowledge of the art and science of compensation practice and its role in promoting companies’ competitive advantage. Compensating employees represents a critical human resource management practice: without such companies cannot attract, retain nor motivate best qualified employees. 5. Introduction Internally Consistent Compensation Systems define the relative value of each job when compared with all jobs within the organisation. Within each organization there are job structures and principles which promote internally...
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...THE EFFECTS OF FRONTLINERS SERVICE ORIENTATION BEHAVIOURS OF THE DEPARTMENT OF TRADE AND INDUSTRY CAVITE ON CUSTOMERS’ SERVICE EVALUATION: AN ASSESSMENT A Thesis Proposal Presented to the Faculty of the Graduate School Philippine Christian University Dasmariñas, Cavite In Partial Fulfillment Of the Requirements for the Degree in Masters In Business Administration MOJICA, KRISHA MAY S. March 2015 APPROVAL SHEET The thesis entitled “THE EFFECTS OF FRONTLINERS SERVICE ORIENTATION BEHAVIOURS OF THE DEPARTMENT OF TRADE AND INDUSTRY CAVITE ON CUSTOMERS’ SERVICE EVALUATION: AN ASSESSMENT” is prepared and submitted by Mojica, Krisha May S. in partial fulfillment of the requirements for the degree of Master of Business Administration who has been examines and recommended for Oral examination. ___________________ ___________________ Date O’Land C. Nwoke Adviser PANEL OF EXAMINERS Approved by the Committee on Oral Examination with a grade of _________________. ___________________ Chairman ___________________ _________________ Member Member Comprehensive Examination Grade __________ Date Taken _____________ Accepted and approved as partial fulfillment of the requirements for the degree in Master in Business Administration (MBA). __________________ _________________________ Date Dr. Teresita C. Arnaldo Dean, Graduate School ...
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...the 360 Degree Performance Appraisal for our employee review method. The 360 degree performance appraisal is an evaluation method where the employee is evaluated by their immediate supervisor, their subordinates, and their peers (C.H., 2000). This method was chosen because it provides the employee with feedback from more than one source, unlike the traditional review method. It was also chosen because it would “provide a broad perspective on an employee’s strengths and developmental needs” (Johnson, 2004). There has been a lot of criticism of this method because of the anonymity of the reviews. Since the reviewers don’t have to be identified there is concern that some employees may provide less than honest reviews either to assist their peers in obtaining better raises or give less than glowing reviews to damage a colleague’s professional reputation (Johnson, 2004) The Morris Candy Company has decided to tailor the review process to make it more effective by eliminating the anonymity. Peer reviewers may choose to identify themselves in the reviews they give. This change will allow for open dialogue between co-workers to better help identify areas where change needs to occur in performance. The ultimate goal is to “treat the appraisal as a tool for growth rather than as a way to quantify performance benchmarks or set compensation levels” (Gallagher, 2008). The evaluation form has been designed to allow the feedback providers to give written descriptions as well as numerical ratings...
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...Job Title: Job A- Prepared Foods Team Member Job B- Customer Service Team Member Job C- Prepared Foods Department Team Leader Job D- Prepared Foods Supervisor Job E- Dishwasher Job F-Customer Service Front End Supervisor Job G- Prepared Foods Associate Team Leader Job H- Associate Store Team Leader Job I-Grocery Retail Team Member The job structure put the above jobs into two categories: Managerial and Store Support.. In the Managerial structure: Job C, Job D, Job F, Job G and Job H. In the Store Support: Job A, Job B, Job E, and Job I. Evaluation of Job (Process, Techniques and Factors) The Job evaluation technique used in this case study is the job ranking method. Reason for choosing this technique was simple. While this is the simplest method of job evaluation, Whole Foods themselves have placed the jobs in order, ranging from the highest, Store Team Leaders, Facility Team Leaders, Regional Presidents, and Presidents at the top and Team Members or Specialized Team Members at the lowest or entry level. Four compensable factors Can be derived that can be used when evaluating jobs within the company. These four are: * Quality: Ensuring that the products and services are fresh, vibrant, safe and of great satisfaction to the consumer * Customer service: Ensuring that the experience at Whole Foods is pleasant, fun, fast, and leaves the customer with a strong understanding of the Whole Food’s brand * Awareness: Acknowledging that team members have a strong...
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