...core feature of the case study is a transformational change during a consolidation of two hospitals. Both hospitals face challenges stemming from the complexity of the merge that involves different leadership styles, systems, policies, ingrained cultures and employees’ beliefs, and it bears financial constraints. Diversity and complexity impact upon two main dimensions: (a) behavioral (motivation, retention, employee relations, cultural integration) and (b) organizational (design of new systems, management practices, processes and in general O.D. issues). Both dimensions ultimately influence the organizations’ efficiency and in turn a professional delivery of health services to the community. 2. 2. Environment analysis: The two hospitals face external pressures from: (a) the shareholders to reduce costs; (b) the community to deliver high quality health services; (c) the labor market with shortage of qualified staff; also (d) political pressures demanding a restructuring; and (e) from citywide union agreements that can influence HR decisions. These external factors must be duly accounted as they impact upon behavioral and organizational dimensions and by reflection can affect the success of the consolidation. 3. 3. Problem identification: Leadership in handling the change. Internal and external complexities and challenges suggest that effective leadership, especially handling human aspects of the change, would be key for a successful consolidation process...
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...Bank of America: Mobile Banking Bank of America has been successful in the US in proving mobile banking though the use of a basic smartphone application (app). The bank’s customers enjoy the convenience of, for example, checking their account balances or locating branches/ATMs using their phones. With the success of their basic banking app, Bank of America is considering expanding the functions of their app to other lines of business such as credit cards or mortgages. The problem is to decide whether to invest in increasing the functionality of the app, as it would mean “reprioritizing critical bank technology resources from other important business areas”. Bank of America could add additional functionalities to their current smartphone application. As an alternative they could make no changes, focus more on online (website) banking, or even mobile banking through SMS as Chase Bank has done. Bank of America could also create different, new, applications for each of their target groups such as brokerage, mortgage, credit card or small business. Adding functionality to their current app “could slow down the application and negatively affect the user experience”. Mobile app development is expensive, and can cost from $40,000 to several hundred thousand dollars. Making as much of their customer interaction as possible through mobile banking would reduce costs as it is one of the “least costly banking channels”. Making no changes to their app could possibly be a lost...
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...using the service. Customers • Chose their bank based on low account minimums, competitive rates and convenient locations. • In 2009 10 million consumers used mobile banking and this was expected to grow to 37 million by 2014. • Customers willing to use mobile banking are not the same as online users. • Security issues, low value and cost of data access were the primary reasons why customers would not use mobile banking. • Debit card holders were the most active users because of the convenience of checking their account balances at any time. • They are reluctant to try a new banking service if it represented an extra cost and were also afraid of losing control of their finances. • Customers switch their usual bank channels and the retention is higher for online services. Competition • The main competitors were: Bank of New York Mellon, JP Morgan Chase & Co., Wells Fargo & Co., Citigroup, and PNC Financial Services. • Competition also used mobile banking to ensure a good service to their customer; they used SMS, web browser and apps, depending on the bank...
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...a way that is useful for the study of growth and development, technological and institutional change, market and price dynamics • The problem is that micro-macro is no good. Why? Because it cannot analyse the process of change as it actually happens, through changing connections and changing populations. • Micro sums to macro is static and without structure (also without knowledge as interactions and populations). It does not deal with populations, networks, structures or processes. • For analysis of economies as evolving complex adaptive systems, we need to start with what exists and what changes Economic systems are made of rules: Rules are the elements of meso. A meso is a rule and its population of actualizations. The complexity of an economic system resides in the variety of the actualizations (meso population), the micro systems (of actualizations) and the macro systems (of meso). Meso is a generic rule and its trajectory: A meso unit is a generic ‘rule’ and its population of actualizations. A meso...
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...People Elements in Global Operation EMBA 36 EPEC 1. Summary of the Paper Global economic development, especially the growth in emerging market, brings tremendous business opportunities and significant challenges to oilfield service companies (OFSCs). The challenges are mainly coming from the following aspects: * Global projects and global presents require global operation in recruiting, talent management and retention; * Inadequate supply from qualified talent and high turnover ratio; * Local content requirements from National Oil Companies (NOCs) increase the complexity in organization, resource and supplier chain; * Political and maritime risk impact from emerging market with instability exists in their political and economics environments. In order to solve those problems and challenge, the paper, “Unleashing people performance for higher global profits and productivity “, developed 5 strategies to improve business profits, employee productivity and talent retention: * Operate in global base: develop a global perspective on talent management. * Innovation in talent management: it is a process and objective orientated innovation to improve the quality of the talent management. * Emphasize career and leadership development: Enhance effectiveness in recruiting, developing, evaluation process by utilizing new approaches. * Alignment: Focus on alignment between individual career path and organization objectives, and reward performers...
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...Avigdor Kahalani’s “The Heights of Courage” gives a gritty, chaotic, and heroic first person account of the Yom Kippur War from the eyes of a Centurion Tank Battalion Commander at the tactical level of war and the complexities that lie their in. From his viewpoint, we are invited to witness the convergence of complex factors under difficult conditions in the pursuit of achieving victory. Ultimately, his actions and those of countless others, was more than just a fight for retention of land but a fight for survival of the Jewish Nation as Egyptian and Syrian forces launched a coordinated attack against Israel on the holiest day in the Jewish calendar. Displayed throughout “The Heights of Courage” there is one key element that drives at the...
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...CORPORATE LEADERSHIP COUNCIL® DECEMBER 2005 www.corporateleadershipcouncil.com LITERATURE KEY FINDINGS Developing Asian Leaders Finding 1: Many Western companies believe they will gain competitive advantage by developing senior Asian leaders due to decreased staffing costs and better navigation of local culture compared to that of expatriates. That said, significant challenges exist for developing local talent, such as a lack of formal extensive education, Western management skills, and language skills. Advantages of Developing Asian Leaders Asian Trend: Sourcing Locally A Hudson Recruitment survey of 500 multinational companies indicates that 87% of companies do not plan to bring in new expatriate employees in the near future. This strategy is expected to avoid the increasing salary costs and lack of local market knowledge common 2 among expatriate new hires. Trend: Developing talent locally—According to a Deloitte Touche Tomatsu study (n=680), local employees will significantly outweigh expatriate talent in senior management positions in China in the coming years. Leaders at multinational firms expect expatriates to only hold 26% of senior positions that they currently hold. Therefore, to compete with other companies in the future, companies should invest now 1 in developing their local leaders. 2 Expatriates are expensive—The primary driver behind localization of the senior leadership in China is cost savings. Costs of expatriates include...
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...of all that this agency offers, they are also providers for the influenza vaccine. They give about 1.5million influenza vaccinations per year. The Visiting Nurses Association of America is a nationally recognized association that supports, promotes and advocates for nonprofit home healthcare and hospice providers. Who care for all individuals regardless of complexity of condition or ability to pay. The mission of the VNAA is to support, promote and advance nonprofit providers of home and community based healthcare, hospice and health promotion services to ensure quality care for their communities. The vision of the Visiting Nurses Association of America is to make sure our communities are healthier through quality care provided in a way and place people choose. The VNAAs values to the members are Access to Care, Excellence, Transparency, Accountability, Membership Engagement, Stewardship, and leader ship. The association believes all persons should have access to affordable, high-quality, compassionate home and community-based healthcare, and hospice and health promotion services, regardless of the complexity of care or ability to pay. As an association they strive for the highest possible levels of service, patient care, ethical conduct and integrity as we support the nonprofit mission in delivering healthcare. They will share information and communicate openly among member organizations, stakeholder groups, VNAA staff and the Board of Directors in order to achieve...
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...perceiving the technological changes of the market and react to it in the fastest way possible. Though it has developed a mobile application for its customers to utilize for their daily banking transactions, it is faced with the challenge of integrating the demands of its LOBs to enhance the existing application to put in the functionalities pertaining to their business. The Bank of America executives have to make a decision as to what would be more feasible for them to do in this situation-make a new application for their LOBs, integrate the functionalities in the existing application or not to make any changes to the existing framework and let it function as it is. The Bank of America mobile application has helped the bank increase its retention rates and the overall customer satisfaction. While the mobile application is currently being used by its customers for basic account level transactions, it still has a lot of room to expand in the domains of Credit Cards and mortgage payments. The LOBs demands of cashing in on this technology seems to be legitimate and something that can be achieved at a lesser cost. But the customer’s apprehension to put their trust in the usage of this channel is something to be looked at before the bank starts utilizing its resources in developing or integrating the applications with the appropriate functionalities. Bank of America has a well-developed and mapped online application which has the capacity to develop further on and integrate the functionalities...
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...I’m very pleased to recommend Mr. Mark Lefcowitz to you as a Senior Business Analyst. Mr. Lefcowitz worked remotely with our company, Professional Management Consulting Services (PMCS) as an independent contractor on our District of Columbia, Department of General Services, Portfolio Management Division (DGS-PM) contract from September 15, 2017 – January 19, 2018. DGS-PM both manages and secures over three million square feet of contracted Lease space for 84 agencies throughout all eight Wards of the District. The project was divided into two loosely overlapping phases: Initiating and Planning (I&P), and Development (DEV). The goal of the I&P Phase was to identify cities similar in population and portfolio activity, and then to identify...
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...Attraction and Retention of Employees Human resources are deemed to be seen as vital for an institution and the framework with which it is engulfed is necessary for its performance in that ‘… while extraordinary products and unique services still afford a competitive advantage, the one advantage that stands the test of time…is people’ (Salsbury 2013, p. 1). Hence, industrial relations are paramount to nurture an environment of work that attracts and retains employees in distinctive, elating experiences and characteristics. In the article ‘Employee Attraction and Retention in the Australian Resources Sector’ there is a conceptualisation of the outer spectrums of the work place, in which employers initiate certain systems of work that are substantiated to increase productivity and efficiency in employment while establishing agendas to outweigh the complexities which cause a diminution of labour. Moreover, while trying to explain the multiple techniques of employment practices, Hutchings, De Cieri and Shea (2011) centralises arguments of work systems and various strategies to enhance performance. To validate its case, the article also uses various forms of methodology in order to portray a range of perspectives from the views of selected Human Resource Managers (HRM). Finally, an analytic view of the stated findings is provided taking into account the findings and conclusions from the cited article. Human Resource Managers have different views on how an institution can attract...
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...recommendations. This study was taken with the general objective of identifying the major factors that affect the mastery skills of the fourth year, Bachelor of Science in Accountancy students in Jose Rizal University for the School Year, 2011-2012. Specifically, this study sought to answer the following questions: 1. How does cheating affect the mastery skills of the senior students? 2. Why do personal problems affect the mastery skills of the senior students? 3. What are the implications of the absence of comprehensive examination in the training of the students for the different accounting subjects? 4. Why does the University’s BSA Program System affect the learning habits of their students? 5. Why does the natural complexity of the accounting course, combined with poor study habits, pose a problem towards the mastery of the students? Summary of Findings: 1. Effect of Cheating on the mastery skills of the College students: 2.1. Nine out of ten college students admit to copying someone else's homework; two-thirds say they have cheated on exams 2.2. 75%-98% percent of college students surveyed each year admit to cheating at some time in their academic careers 2.3. The college students who are most likely to cheat are business majors 2. Effect of Personal problems to the mastery skills of the College students: It has been studied that personal problems play a major impact on a student’s academic life. Those...
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...methodologies, software, and usually Internet capabilities that help an enterprise manage customer relationships in an organized way. KM: The capabilities by which communities within an organization capture the knowledge that is critical to them, constantly improve it and make it available in the most effective manner to those who need it, so that they can exploit it creatively to add value as a normal part of their work. Death of 4 Ps Building Digital Capital: Knowledge & Relationships. Important Definitions: Customer Acquisition Cost, Channel Strategy, Switching Costs, Lock-In, Segmentation, Customer Profitability, Customer Retention, Response Analysis Fundamentals of Customer Relationships: Lifetime Value of Customers, The Good, Bad, & Ugly The 4 Tenets of CRM CRM Lifecycle: Acquisition, Enhancement & Retention Knowledge Management * Knowledge management is the process of managing organizational knowledge for creating business value and sustaining competitive advantage through the creation, communication, and application of knowledge gained from...
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...TASK 4 Explain how you would present the research outcomes: * Use an agreed format and appropriate media to present the outcomes of the research to an audience: Manager Part in Retention: When asked about why staffs leave, low pay comes out to be a common excuse. Though, research has shown that people join businesses, but leave because of what they managers’ do or don’t do. It is seen that superiors who have high opinion and rate workers’ capability, pay care to their ambitions, assure stimulating work, value the excellence of work life and providing chances for learning have faithful and engaged staffs. Consequently, managers and supervisors play an active and vital part in worker retention. Creating a Motivating Environment: Supervisors who create motivating surroundings are possible to keep their team members together for a lengthier period of time. Retaining does not automatically have to derive through fun events such as, celebrations, parties, team excursions etc. Extra Responsibility: Giving extra duty to staffs is an extra way to get them involved with the company. Though, just giving the extra duty does not help. How to Improve Worker Retention: Individuals want to enjoy their work so creating work fun and enjoyable. Comprehend that staffs need to balance life and work so offer flexible starting times and core hours. Rewards and Recognition: Staffs want to be acknowledged for a job well done. Rewards and recognition react to this need...
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...your architecture. They send an important message to your stakeholders — that EA recommendations are not arbitrary. Principles should enable the business to achieve their strategy and be simple, consistent, flexible, enduring and useful: One bad principle can lead to thousands of bad architectural decisions — principles must be chosen with care. Below are a few examples to inspire. General 1. Non-proliferation of Technology Technical diversity will be controlled in order to reduce complexity. 2. Compliance with Law Compliance with all relevant laws and regulations. 3. Business Continuity The enterprise will be resilient to internal and external threats. 4. Business Alignment Every IT project must be aligned with business goals and strategy. 5. Common Use Solutions Cross-silo solutions are preferred over duplicative silo specific applications, systems and tools. 6. Simple Solutions IT will be as simple as possible. Where complexity is required it will be encapsulated and hidden behind a interface that is as simple as possible. 7. Quality A minimum standard of quality will be maintained despite time to market concerns. 8. Think Globally, Act Locally Solutions will consider the enterprise impact of architectural decisions. 9. Shared Resources Solutions will seek to maximum sharing of resources such as network, computing, storage and data. 10. Protection of Intellectual Property (IP) Patents, copyrights, trade...
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