...Communications Coordinator Alitha King HCS/320 June 25, 2012 Kristina Gray Communications Coordinator In this paper I will be discussing the advantages and disadvantages for the drug Yaz. Yaz is a birth control pill that women take to improve their menstrual cycle, and to prevent pregnancy. Yaz has many mild side effects like cramping to nausea; this drug is known for very serve side effects that include migraine headaches, uncontrollable uterine bleeding, kidney disorders, stroke, and possibly death (Drugwatch, 2013). Yaz is also known to put women at a higher risk of hypertension (high blood pressure), blood clots, liver function, disturbances, liver tumors, anaphylactic reactions, changes in glucose levels that can lead to diabetes and worsen lupus (Drugwatch, 2013). The advantage for using social media is that it will spread all over the social networks like Twitter, Instagram, Facebook, and Path. Females that have any of those social network accounts will be the main ones to help put the word out about Yaz encouraging other women to avoid taking this type of birth control. For example, promoting that Yaz has a recall on their drugs will help prevent women lives and their health. Yaz company does not care rather it is taking women lives and making their health at high risk, Yaz company only cares about rather their product is going to sell or how much money they going to make. Disadvantages for putting it on social media, the person who owns the social network...
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...Communications Coordinator As the Communications Coordinator for the Cobbs National Drug Manufacturer (CNDM) there is rising concern around recent events from the media exposure on the adverse effects one of our nationally advertised medications has had on the Chief-of-Police. According to Athena du Pre, PhD, “Lack of communication can lead to duplicated efforts, costly (and sometimes life-threatening) delays, frustration, and wasted time” (Du Pre, 2005, p. 289) and our goal is to maintain open communication. Today’s meeting will help identify several ways to deliver our message. Today’s meeting will help to brainstorm communication methods regarding the negative publicity surrounding the event with the Chief-of-Police. Today’s meeting will help decide how to address the issue with the public while minimizing any additional loss to the company and how to communicate the ideas without violating HIPAA, Health Insurance Portability and Accountability Act, guidelines. Advantages and disadvantages of communication methods First, we will discuss advantages and disadvantages of using traditional media to distribute our message. Traditional media covers how the majority of the public access health care information. Magazines, newspapers, radio, and television are the outlets for traditional media. The message we need to communicate to the public would reach a large audience through these four avenues. This is an advantage regarding the recent events. Use of the four outlets will...
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...Communication Coordinator KelseyGeoghegan HCS/320 09/01/2014 Tracey Coble Communications Coordinator When you work as a Communications Coordinator for a national drug manufacturer who finds out there were negative effects that have been caused by one of the medications that is used by a huge population of people, it has to be handled carefully because there is so many lives are on the line. It does not matter if it is a popular person or not, organizations have to be prepared for negative issues that can happen at any time especially law suits. The communications Coordinator has to watch everything they say when it comes to having to talk to any news reporters or anyone you might have to speak to regarding the public figure reaction to the medications. There are so many different ways to communicate when in a facility or anywere face-to-face, being verbal, making phone calls, text messages, emails, or memos for sharing information within the company. Every person that works at any company should always be notified if there is any emergency or anything that is important and should be shared. Our reading text in Health Care Communication in Chapter 10 states “choose your words-and your medium-carefully, do not use email to communicate praise, advice, criticism, or critical information”. The Coordinator specialist should needs to do a whole organizational search and look for any patient with a phone number ay information to who ever took the medictions. They need...
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...Improving Organizational Performance Kenyetta PYSCH/ 428 May 06, 2013 Marianne Narick Improving Organizational Performance Organizations prove successful by the business structure, communication with employees and job satisfaction. There are many ways to accomplish such goals with team building strategies and communication. According to www.boundless.com, “Job satisfaction can be influenced by a person's ability to complete required tasks, the level of communication in an organization, and the way management treats employees. It isn't always easy to measure job satisfaction as the definition of satisfaction can be different for different people. If an organization is concerned about job satisfaction of their employees, management may want to conduct surveys to determine what type of strategies to implement”. Airdevils Inc, is an aerial stunts performance facility in Salt Lake City, Utah. The company was founded in 1995 by one of the best female stunt performers, Celsey Evans and five other performers of the same expertise. By the next year, Airdevils’ workforce expanded to 115 crew members. With a thriving business and company workforce expansion, the founding partners retired from stunt performances and formed the top management staff. For the past two years business came to a stand-still existing and new customers not impressed with the stunts, key employee turnover was at an all-time high and to top things off current employee job satisfaction low. According to...
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...Improving Organizational Performance Kyle Petty PSY/428 July 27, 2011 Dr. Jerry Punch Improving Organizational Performance The Airdevils is a stunt organization whose quality of performance has plummeted in past two years. The founder, Celsey, has made some assumptions that the performance decline is a reflection of the heavy recruitment throughout the year and the unfamiliarity between the team members. Celsey was confident that the team members of Airdevils would resolve matters with passage of time; however, after two years the problems surfaced, matters have become worse and the time had come to figure out the root cause of the problems. Celsey administered the Job Description Index (JDI) survey to Airdevils employees and the results reflected a very low-level of job satisfaction, especially the stunt performers (Apollo Group Inc, 2005). The organization, through an outside consulting firm progresses through four phases to address and improve employee’s job performance. In phase one the Airdevils hired Dream Teamworks (DT) to assist in identifying the reason for the low job satisfaction in the stunt performers group. After interpreting the JDI survey DT concluded the cause of low job satisfaction among stunt performers was the lack of exciting challenges in their current job profiles. The main driver for this is the rigid organizational structure that has evolved...
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...Week 3 Individual Assignment “Improving Organizational Performance” Simulation Summary Diana Salisbury PSY/428 November 8, 2010 University of Phoenix Adinah Johnson CERTIFICATE OF ORIGINALITY: I certify that the attached paper, which was produced for the class identified above, is my original work and has not previously been submitted by me or by anyone else for any class. I further declare that I have cited all sources from which I used language, ideas and information, whether quoted verbatim or paraphrased, and that any and all assistance of any kind, which I received while producing this paper, has been acknowledged in the References section. This paper includes no trademarked material, logos, or images from the Internet, which I do not have written permission to include. I further agree that my name typed on the line below is intended to have, and shall have the same validity as my handwritten signature. Student's signature (name typed here is equivalent to a signature): Diana Salisbury Abstract The “Improving Organizational Performance” Simulation was based on a fictitious professional aerial stunt company called Airdevils Incorporated in Salt Lake City, Utah. A female airborne aerobatic performer, Celsey Evans, founded the company in 1995. At first, she was the only employee but quickly signed up four of her colleagues in 1996. By 2007, the company had grown to 115 employees. The company won numerous national and international awards almost every...
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..."Improving Organizational Performance" Simulation Summary Airdevils Inc. is located in Salt Lake City, Utah founded by Celsey Evans in 1995. There are 115 employees who provide aerial stunts throughout different industries. However, in the last two years Airdevils customers have not been satisfied with their performance and it has also been brought to Celsey Evans that job satisfaction among the employees is low. Job Satisfaction There has been a drop in performance for Airdevils stunt performers. It has been said that employees do not have job satisfaction. Employees were given a survey to determine the reason why job satisfaction was low. The results of the survey were that stunt performers are not receiving what they joined the company for and the stunts are routine and do not excite the performers. The recommendation for the organization is for Celsey Evans to possibly send stunt performers for training in more thrilling stunts given what the budget can allow. Budget Airdevil performers are dissatisfied with the organization and see the organization as inflexible and rigid. A set budget has been put together by Celsey Evans allowing the company to recommend interventions for the stunt performers. Given the budget, some interventions Airdevils can participate in are training in other stunts, enter new line of stunts, and performance based incentives. The company has recommended these interventions because in a previous survey, employees did not have job satisfaction...
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...Improving Organizational Performance at AirDevils Linking job satisfaction and organization productivity directly to an employee’s psychological state within the workplace is possible using theory of motivation. Rectifying psychological causes such as dissatisfaction motivate employees to perform tasks well, thus leading to productive behavior. Rectifying psychological factors can remove workplace stressors and relieve issues employees face in the workplace. AirDevils is a company full of dissatisfied and stressed employees. Although they may seem linked, the cause for dissatisfaction is not the cause for stress or vice versa as two specific groups make up the company. The performers make up one group and the supporting crewmembers make up the other. Dissatisfied performers create a downward spiral in productivity, and stressed crewmembers are unavailable or missing from work. The job characteristics theory of motivation is applicable to both groups to create improved job satisfaction and organizational productive by lowering stress. Improving the performers behavior by incorporating new stunts in routines can create a better aerial performance. In turn, AirDevils may begin to win awards in competition with the new routine, leading to improved job satisfaction. Some crewmembers are also aspiring performers, but too many are not able to keep pace because of injury and job stress. To reduce dissatisfaction and stressors, AirDevils must alleviate problems between performers and...
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...With constant change and demand, it is extremely challenging for organizations to figure out how to improve performance. For organizations to stay afloat they must depend on all who are a part of the organization. The purpose of this paper is to provide a summary of the Improving Organizational Performance simulation, to briefly describe the situation, recommend solution (s), state the results, and summarize the organizational psychology concepts addressed in the simulation by answering specific questions. “Improving Organizational Performance” simulation was based on Airdevils, a professional aerial stunts firm who provides services for motion picture and television production, demonstration events, publicity stunts, and marketing campaigns. Airdevils is an organization based in Salt Lake City, Utah founded by Celsey Evan in 1995. She started the company solo and was joined by four of her colleagues a year later. Today there are 115 employees on the payroll. The five founding team members are now retired and manage the organization. The types of stunts Airdevils perform include: skydiving, sky surfing, hang gliding, and paragliding. Until two years ago Airdevils has received numerous national and international awards for their daring aerial stunts. The past two years have yielded no awards for the organization. Faithful clients have expressed dissatisfaction with the quality of stunts. In addition, several top employees have resigned and, to complicate matters,...
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...Improving Organizational Performance Simulation Summary University of Phoenix PSY/428 Improving Organizational Performance Simulation Summary The “Improving Organizational Performance” Simulation was based on a stunt company called Airdevils Incorporated in Salt Lake City, Utah. Airdevils Incorporated was a fictitious organization founded by Celsey Evans in 1995. Celsey was the best female airborne aerobatic performer, who provided daring, innovative stunt performances to film producers and marketing firms. Celsey, with four of her colleagues, built Airdevils into a small prosperous organization with 115 employees. Their dramatic and daring stunts won the company numerous awards and many dedicated customers. The founding team of has since retired ad acts as the company’s management team. Over the years the quality of work declined as well as the awards and accolades decreased. Regular customers have expressed their dissatisfaction with the stunts and key employees have left the organization. The job satisfaction levels are low and employees are concerned about their salaries. They feel they could make more money if they freelanced versus working for Airdevils Incorporated. Celsey has become very concerned with the decrease in quality work and the lack of drive to entice customers to use Airdevils services. Celsey decided to take action. Her first step was to identify the cause of low job satisfaction among the stunt performers by initiating...
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...Improving Organizational Performance Rose Bond PSY/428 June 25, 2014 Melissa Ray Airdevils Redirection Airdevils is a company that provides dynamic stunts such as sky diving, sky surfing, hang gliding , para gliding, ballooning and micro lighting, for the movie industry as well as demonstration events, publicity stunts and marketing campaigns. Founded by Chelsea Evans in 1995, later to be joined by four colleagues in 1996.The organization has since grown to employ 115 individuals. After two years of business decline, Ms. Evans requested consultation from Dream Teamwork’s, an organizational consulting firm directed by Peter Mallow. By utilizing the Job Descriptive Index created by Patricia Cain Smith and her colleagues, an overview of employees’ needs and concerns are identified. Following are the issues, recommendations and results of these intervention strategies. Cycle 1 Situation- The results of the JDI depict a very low level of overall job satisfaction among the stunt groups stemming from the perceived routine nature of their work. “The personal profile of an average stunt performer showed that they were motivated by the challenges in performing stunts. Once they had perfected a stunt routine, their natural tendency was to indulge in something more challenging. However, the job profile of the stunt performers indicated that not only was the job of a stunt performer monotonous, it also entailed undertaking other activities unrelated to performing...
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...Component Services focuses on the administration of COM+ applications. Developers use COM+ to develop distributed applications. Administrators use Component Services to manage those applications. An administrator receives a COM+ application file from a developer and then uses Component Services to deploy that application on a server computer. Next, the administrator configures permissions for the application, as well as other settings. As an administrator, you can deploy and administer COM+ applications in two primary ways. You can use the Component Services snap-in in Microsoft Management Console (MMC), or you can write scripts to automate deployment and administration. As an alternative to using the Component Services MMC snap-in, you can automate any of the tasks by writing code that uses administration objects that are provided through the COMAdmin Library dynamic-link library (DLL). For a description of how to use these objects, see "Automating COM+ Administration" on COM+ General Tasks (http://go.microsoft.com/fwlink/?LinkId=66607). For complete Component Services resources for developers, see COM+ (Component Services) (http://go.microsoft.com/fwlink/?LinkId=66575). This topic provides an overview of the most commonly performed Component Services tasks and related concepts. Component Services application types Most Component Services administrative tasks involve deploying applications and components on the network and ensuring high performance and security for the deployed...
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...Health Care Communication Methods Paper Jaiyash Autar HCS/320 Charlotte Hunter-Brown Health Care Communication Methods As a communications coordinator for a national drug manufacturer, today we need to address and discuss how we will deal with the negative effects that our medication are causing to the public. Also, a well-known public figure has felt the negative effects of our medication too. Today we will discuss on how to use traditional, electronic, and social media communication methods to address the general public and news reports. There are advantages and disadvantages of using these types of communication methods. There is one aspect we need to consider when using these communication methods. As a communications coordinator there is a concern on how the effects of HIPAA and other regulations will have on the use of these media for health care communication. Traditional forms of communication are face-to-face, newspaper, magazines. There are many advantages of using traditional forms of communication but these forms of communication also have disadvantages. First let’s look at communication through newspaper and magazines. Some of advantages of using newspapers and magazines are that the communication coordinator can be precise and explicit in discussing the issue. Using newspapers and magazines allow the readers to known that the drug manufacturer shows great concern about the negative effects of the medication on the public. There are disadvantages of using...
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...Communication Process Model William Gardner XBCOM/275 November 1, 2013 Carlos Alcazar Axia College University of Phoenix One misunderstanding that occurred at work had to deal with the orientation and training of a new employee. At the point in time this misunderstanding occurred, a newly hired training coordinator had taken over some duties that facilitators formally did. A new hire had come into the company and it was the coordinators job to notify the facilitator of the new hire and set up the start date. This message is conveyed through either e-mail or face to face interaction. In this case, the sender of the message was the coordinator and the receiver was the facilitator. Because of the inexperience of the coordinator, the message of the new hire had never made it to the facilitator because the message was e-mailed. Facilitators do not always have access to e-mail. The new hire came into work and nobody knew of the person. The situation became a frantic mess. The schedule needed to be adjusted for line coverage during training and materials needed to be gathered for training. One of the problems was that facilitators do not have the opportunity to check e-mails on a daily basis because of their primary job on the shop floor. After speaking with the coordinator, this problem was resolved through an initial tour of the department. The coordinator now takes the new hires to meet face to face with the facilitator. What was learned in this case was which mode of communication...
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...Communication and Crisis Janelle Ovunda HCS/320 January 28, 2013 Kimberly Foster Introduction Being the director of a regional Emergency Management Office during a crisis I will have to have control. Without control the crisis will turn into a catastrophe. With an effective contingency plan in place this will help me to stay in control of the situation. I will also have alternate plans put in place just in case my key plans do not happen as expected. It will take everyone involved inside and outside of the Emergency Management Office working together to make sure the crisis is worked through and that the public remains calm. Individuals or Groups That Will Be Communicating Inside and Outside the Organization during the Crisis Anyone who communicates inside and outside the organization should be key to the crisis. There should be one person assigned to each role in my crisis communication team. In a large crisis there might be a need to go outside of my main office for support from volunteers or a nearby college [ (Services, 2006) ]. The people inside the communication team will consist of the public information officer, content and messages coordinator, media coordinator, direct public outreach coordinator, partner coordinator, and the rumor control coordinator. Each one on these will have a role to follow. The public information officer will activate the risk communication plan and direct the work related to the release of information [ (Services, 2006)...
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