...Strategy Recommendation: Miami Children’s Hospital Web Use Lindsay Peek Capella University Introduction The Internet is a tool that over the years has became an asset for business and the common population. As the years have progressed people have become dependent on the Internet, we see that with the addiction to phones and social media. Businesses are noticing this and using this to their advantage. We see this in the rise in online shopping for many stores and also with the use of social media for local business. Local businesses are able to expand their client base with just a simple “like” from a consumer and “sharing “ of a page to other friends. In order for businesses to keep up with the ever-changing need of Internet they must tailor their use of the Internet to benefit the consumer. Identify the Business and It’s Industry The business that I will be analyzing their use of the Internet is Miami Children’s Hospital. The hospital is a very well known children’s hospital in South Florida and they have a strong reputation for cutting edge ideas for treatment plans for children. They are known most for the work they do with children’s cancer and heart disease. The company has been established in Miami for 64 years and has expanded into the tri-county areas. The counties that have outpatient centers are located in are Miami- Dade County, Broward County, and Palm Beach County. The expansions have been successful because of the reputation that Miami Children’s Hospital has...
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...Human Capital Trends 2013 Leading indicators Crucial Conversations This year’s human capital trends should be viewed as leading indicators of emerging threats and strategic opportunities. Leaders who take the time to understand how these trends might affect their organizations can put themselves in a position to win. Those who make their decisions in isolation, without the benefit of engaged conversations with other leaders, may expose their organizations to out-sized risks. Human Capital Trends for 2013 builds on those of previous years, revealing business expectations for talent and performance that have risen to dizzying levels. Not only are organizations having to do more with less, they’re doing so in the face of dramatic shifts in technology, globalization, demographics, and regulation. Looking ahead, the pressure for performance will likely increase as business decisions become more complex and challenging. Even small decisions have the potential to cascade with unintended consequences throughout an organization. That’s why business executives should actively engage with one another around the trends captured in this report. Many leading organizations are already having these crucial conversations. They recognize that now is the time to get ahead of the trends by making more informed decisions. The seven Human Capital Trends for 2013 provide a solid checklist for getting started. Welcome to annual report examining significant trends in human capital.Human...
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...A Thesis paper on CURRENT TRENDS in ONLINE MARKETING IN BANGLADESH Prepared by Rokibul Hasan Reg No. 101-131-001 M. Sc. in MIS Supervised by Ahsan Habib Assitant Professor & Head in Charge Dept. Of Computer Science and Engineering (CSE) Metropolitan University, Bangladesh Trends in Online Marketing in Bangladesh [pic] A thesis submitted by Rokibul Hasan The undersigned here by certify that they have read and recommend to the controller of Examination for acceptance of the thesis entitled- Trends in online marketing in Bangladesh by Rokibul Hasan, ID: 101-131-001. I t has been defended in front of the following members of the thesis committe on 7th July 2012. The members have accepted this thesis as the partial fulfillment of the requirement for the degree of Masters of Science in Management Information Systems. _________________________________ Ahsan Habib Chairman Assitant Professor & Head in Charge Dept. Of Computer Science and Engineering (CSE) Metropolitan University, Bangladesh _________________________________ Fuad Ahmed Member Assitant Professor Dept. Of Computer Science and Engineering (CSE) Metropolitan University, Bangladesh...
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...Stewart HR587 Managing Organizational Change December 12, 2011 Executive Summary The name of the organization is Auto Club Group (AAA Michigan). ACG is an insurance company that has members in six states, MI, WI, IL, MN/IA. The members have insurance with AAA for auto, home, and/or life. The company also offers travel, membership and roadside assistance. The company has three call centers, Dearborn, MI; Grand Rapids, MI; and Omaha, NE. The call centers handle all the calls from members. Two of the call centers are twenty-four hours. My department is the Command Center, we monitor all three call center. My position is a Real-Time Coordinator. We have eleven RTC’s, seven at the headquarters in Dearborn, two in Omaha, and two in Grand Rapids. As a RTC, we monitor the agents on the phone to make sure the calls are getting answered. We are supposed to balance the service levels between all departments. The emergency roadside assistance is the department that is closely monitored. The department is also responsible for putting new employees in the systems and taking out the terminated employees. We are responsible for maintaining and updating employee schedules. The current software that was installed was IEX. The company learned at a conference there was a new version that would improve our daily routine. The company brought the new version, EWorkforce Management in hope of improving the system. The new system would improve real-time adherence, entering exceptions, forecasting and...
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...Knoll Workplace Research Five Trends that Are Dramatically Changing Work and the Workplace By Joe Aki Ouye, Ph.D. Co-Founder and Partner New Ways of Working, LLC The Changing Nature of Work My wife, a manager at Hewlett-Packard, usually has a two minute commute—a thirty foot walk from the kitchen up to her office. She goes “to the central office” about once every other week, more to keep in touch socially rather than to formally collaborate. Although she only meets face-to-face with her globally-based team members about once per year, she has an audio conference with them weekly. As HP’s work force grows and becomes more global, she is a highly sought after manager. She has learned how to work with her distributed team, setting clear directions, communicating often and clearly, and, most importantly, creating activities to engender team trust and cohesion. Most workers today do not work like my wife; most still commute to and from traditional, centralized offices and work with teams in close proximity. Nevertheless, more and more of us are—or will be—working in both non-traditional ways and places, ranging from relying on adaptable furniture and hoteling desks at the central office, to satellite offices, offshore offices, and telework from home. According to a recent benchmarking study by our research consortium, The New Ways of Working, many organizations are formalizing “Alternative Workplace” programs that combine nontraditional work practices, settings and locations.1...
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...Knoll Workplace Research Five Trends that Are Dramatically Changing Work and the Workplace By Joe Aki Ouye, Ph.D. Co-Founder and Partner New Ways of Working, LLC The Changing Nature of Work My wife, a manager at Hewlett-Packard, usually has a two minute commute—a thirty foot walk from the kitchen up to her office. She goes “to the central office” about once every other week, more to keep in touch socially rather than to formally collaborate. Although she only meets face-to-face with her globally-based team members about once per year, she has an audio conference with them weekly. As HP’s work force grows and becomes more global, she is a highly sought after manager. She has learned how to work with her distributed team, setting clear directions, communicating often and clearly, and, most importantly, creating activities to engender team trust and cohesion. Most workers today do not work like my wife; most still commute to and from traditional, centralized offices and work with teams in close proximity. Nevertheless, more and more of us are—or will be—working in both non-traditional ways and places, ranging from relying on adaptable furniture and hoteling desks at the central office, to satellite offices, offshore offices, and telework from home. According to a recent benchmarking study by our research consortium, The New Ways of Working, many organizations are formalizing “Alternative Workplace” programs that combine nontraditional work practices, settings...
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...information systems evolution and its historical role in organizations leading to systems integration and eventually Enterprise Resource Planning (ERP). Learn about ERP systems and their evolution, components and architecture. Understand the benefits and drawbacks of implementing ERP systems and how they can help an organization improve its efficiency and worker productivity. Have an overview of the implementation process (e.g., the ERP life cycle, business process reengineering, project management, and change management). Understand the role of staff, vendors, consultants, and the organization in making the ERP implementation process successful. Comprehend the ethical, global and security challenges while implementing an ERP system, as well as get an overview of ERP vendors and industry trends. CHAPTER OUTLINE: I. II. III. IV. V. Opening Case: Hershey’s Enterprise 21 Project Preview a) Enterprise Systems in Organizations b) Information Silos and Systems Integration c) Enterprise Resource Planning (ERP) Systems Enterprise Resource Planning Systems a) What is an ERP? b) Evolution of ERP c) Business Process and ERP d) ERP System Components e) ERP Architecture f) e-Business and ERP g) Benefits and Limitations of ERP ERP Implementation a) Business Process Management b) ERP Life Cycle c) ERP Implementation Strategies d) Software and Vendor Selection e) Operations and Post-Implementation People and Organization a) Project Management ...
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...www.hbrreprints.org Successful strategy execution has two basic rules: understand the management cycle that links strategy and operations, and know what tools to apply at each stage of the cycle. Mastering the Management System by Robert S. Kaplan and David P Norton . Reprint R0801D This article is made available to you with compliments of SAP. Further posting, copying or distributing is copyright infringement. To order more copies go to www.hbr.org or call 800-988-0886. Successful strategy execution has two basic rules: understand the management cycle that links strategy and operations, and know what tools to apply at each stage of the cycle. Mastering the Management System by Robert S. Kaplan and David P Norton . COPYRIGHT © 2007 HARVARD BUSINESS SCHOOL PUBLISHING CORPORATION. ALL RIGHTS RESERVED. Not long after its successful IPO, the Conner Corporation (not its real name) began to lose its way. The company’s senior executives continued their practice of holding monthly one-day management meetings, but their focus drifted. The meetings’ agenda called for a discussion of operational issues in the morning and strategic issues in the afternoon. But with the company under pressure to meet quarterly targets, operational items had started to crowd strategy out of the agenda. Inevitably, the review of actual monthly and forecast quarterly financial performance revealed revenues to be lower, and expenses to be higher, than targeted. The worried managers spent...
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...impacts on the human resources structure of the organization and this often means a restructuring of the workforce or changes in working practices. Almost inevitably, change will generate resistance from some, particularly those who feel that the change will have no positive benefits for them. Other people may resist change simply because they prefer status quo. Organizations need to ensure that they have strategies in place to manage resistance to change and this should be part of the overall model that they adopt for managing the change. Once in place, progress towards change will need to be monitored. Strategic change management is most effective when an organization actively seeks the participation of all relevant stakeholders. A change management strategy will be effective only if it has the support of all stakeholders. If they are to have a sense of ownership, stakeholders need to have the opportunity to contribute to the development of the change strategy. Learners will develop an understanding of the models of strategic change and the role that stakeholders play in this process. They will then examine the need for change in a selected organization and plan the implementation of a model for change. Summary of learning outcomes To achieve this unit a learner must: 1 Understand the background to organizational strategic change 2 Understand issues relating to strategic change in an organization 3 Be able to lead stakeholders in developing a strategy for change 4 Be...
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... Knowledge management is the use of technology to make information relevant and accessible wherever that information may reside. To do this effectively requires the appropriate application of the appropriate technology for the appropriate situation. Knowledge management incorporates systematic processes of finding, selecting, organizing, and presenting information in a way that improves an employee's comprehension and use of business assets. We began the last chapter contemplating the trend from business process reengineering to knowledge management. There, we focused primarily on the limits of process, which we suggested was an info-friendly concept, but one that might be blind to other issues. In this chapter, we take up the other half of the matter and consider knowledge and learning, again in relation to practice and again as distinct from information. We do this with some trepidation. On the one hand, epistemology, the theory of knowledge, has formed the centerpiece of heavyweight philosophical arguments for millennia. On the other, knowledge management has many aspects of another lightweight fad. That enemy of lightweights, The Economist, has pronounced it no more than a buzzword. We may then, be trying to lift a gun too...
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...HBR CASE STUDY The Customers’ Revenge Atida Motors’ decades-old complaint policy may be no match for unhappy customers who threaten to take their case to YouTube. by Dan Ariely Daniel Vasconcellos J IM MCINTIRE, vice president of customer service at Atida Motor Company, was just about to shut down for the day when he received an e-mail from his brother. “Go to Hell, Angel!” the subject line shouted. The message linked to a YouTube video. In “A Letter for Bill Watkins, CEO, Angel Airlines,” two stolid executives – “Jeff” and “Jerry” – wearing identical pinstripe suits, took turns narrating the story of their airline nightmare. In one scene, the pair sat chained to their coach seats in a stuffy, tarmac-stranded plane. Sweating women and children in prison garb begged for water from surly flight attendants dressed as guards. In the next, the two men crawled on their knees before a leather-clad gate attendant, crowned with devil horns and holding a long whip. They begged her to finally assign them their “guaranteed” seats HBR’s cases, which are fictional, present common managerial dilemmas and offer concrete solutions from experts. hbr.org 1717 Ariely_REV_LAYOUT.indd 31 | December 2007 | Harvard Business Review 31 11/1/07 7:53:09 PM HBR CASE STUDY | The Customers’ Revenge on an overbooked plane. “Not a chance,” she replied huffily. She snapped her whip dismissively and shouted, “Next in line!” In the final sequence...
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...CEO of Daimler-Benz. He led the merger of Chrysler and Daimler against internal opposition. Nine years later, Daimler was forced to virtually give Chrysler away in a private equity deal. Steve Russell, chief executive of Boots, the Shout DECISIONS hbr.org 1/5/09 4:28:42 PM hbr.org 1827 Feb09 Campbell layout.indd 61 | February 2009 | Harvard Business Review 61 1/5/09 4:28:52 PM Why Good Leaders Make Bad Decisions IDEA put all this in context, however, we first UK drugstore chain, launched a health IN BRIEF need to understand just how the hucare strategy designed to differentiate man brain forms its judgments. the stores from competitors and grow » Leaders make decisions largely through new health care services such through unconscious processes as dentistry. It turned out, though, that How the Brain Trips Up that neuroscientists call pattern Boots managers did not have the skills We depend primarily on two hardwired recognition and emotional tagging. needed to succeed in health care serprocesses for decision making. Our These...
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...g Easier! Making Everythin ™ mputing Cloud Co Learn to: • Recognize the benefits and risks of cloud services • Understand the business impact and the economics of the cloud • Govern and manage your cloud environment • Develop your cloud services strategy Judith Hurwitz Robin Bloor Marcia Kaufman Fern Halper Get More and Do More at Dummies.com ® Start with FREE Cheat Sheets Cheat Sheets include • Checklists • Charts • Common Instructions • And Other Good Stuff! To access the Cheat Sheet created specifically for this book, go to www.dummies.com/cheatsheet/cloudcomputing Get Smart at Dummies.com Dummies.com makes your life easier with 1,000s of answers on everything from removing wallpaper to using the latest version of Windows. Check out our • Videos • Illustrated Articles • Step-by-Step Instructions Plus, each month you can win valuable prizes by entering our Dummies.com sweepstakes. * Want a weekly dose of Dummies? Sign up for Newsletters on • Digital Photography • Microsoft Windows & Office • Personal Finance & Investing • Health & Wellness • Computing, iPods & Cell Phones • eBay • Internet • Food, Home & Garden Find out “HOW” at Dummies.com *Sweepstakes not currently available in all countries; visit Dummies.com for official rules. Cloud Computing FOR DUMmIES ‰ Cloud Computing FOR DUMmIES ‰ by Judith Hurwitz, Robin Bloor, Marcia Kaufman, and Dr. Fern Halper Cloud Computing For Dummies® Published by Wiley Publishing...
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...www.hbr.org Extensive study of the world’s best service companies reveals the principles on which they’re built. The Four Things a Service Business Must Get Right by Frances X. Frei Included with this full-text Harvard Business Review article: 1 Article Summary The Idea in Brief—the core idea The Idea in Practice—putting the idea to work 2 The Four Things a Service Business Must Get Right 13 Further Reading A list of related materials, with annotations to guide further exploration of the article’s ideas and applications Reprint R0804D This article is made available to you with compliments of Frances X. Frei. Further posting, copying or distributing is copyright infringement. To order more copies go to www.hbr.org. The Four Things a Service Business Must Get Right The Idea in Brief The Idea in Practice All successful firms must design a compelling offering and manage the workforce to deliver it at an attractive price. But service firms must do even more: deal with the frustrating fact that their customers can wreak havoc on service quality and costs. To consistently deliver service excellence, ensure that each of these four elements reinforces the others: For example, a customer dithering at a fastfood counter slows things down for everyone else waiting in line. An architect’s client struggling to clarify how a new facility will be used drags out the design process. To tackle this challenge, Frei advises aligning four key elements...
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...Chapter 4 Recognizing a Firm’s Intellectual Assets: Moving Beyond a Firm’s Tangible Resources SUMMARY/OBJECTIVES One of the key trends today is the emergence of the importance of the knowledge worker in today’s economy. It is critical for managers to not only recognize the importance of top talent but also the need to leverage human capital in order to innovate and, in the end, to develop products and services that create value. This chapter is divided into four sections. 1. The first section focuses on the increasing role of knowledge as the primary means of wealth generation in today’s economy. After all, in the New Economy a firm’s value is based much more on knowledge, know-how, and intellectual assets — not the traditional factors of production (i.e., labor and capital). 2. The second section addresses the key resource itself — human capital — the foundation for the creation of intellectual capital. We explore ways in which the organization can attract, develop, and retain human capital as well as the importance of recognizing the interdependence of these three activities. We also address the value of a diverse work force. 3. Third, we discuss the critical role of social capital, that is, the network of relationships among individuals. We address both social capital within organizations as well as across organizations. 4. The final section focuses on the role of technology in leveraging human capital. This...
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