...Product Categories or From Our Search Bar (http://hwguiders.com/ ) Roles and Functions Paper Today’s health care needs a manager who has understanding of management and the skills needed to manage within the health care environment. This management refers to activities included in planning, organizing, leading and controlling of an organization. The manager must respond and adapt to the changes in an organization required by the needs of the patient population it serves. Managers must be accountable not only in decision-making, but productivity, cost containment, safety, confidentiality, etc. An effective manager must be accountable, create a quality work environment, and understand the value of a diverse workplace as well as other important functions that contribute to effective management. Although the roles of manager vary, all managers in any health care organization or any organization for that matter must manage effectively using the management process, being accountable for themselves and others, using the principles of effective time management, networking, recognizing and supporting the department of intellectual capital and other essentials of successful management. To be able to achieve this, a manager must understand the business environment, and the people that will be involved in these changes, such as employees and other stakeholders that directly or indirectly impact its success. HCS 325 Week 1 Individual Assignment Roles and Functions Paper Get...
Words: 5897 - Pages: 24
...THE BOSS THE 3 IMPERATIVES for BECOMING a GREAT LEADER BEING THE BOSS THE 3 IMPERATIVES for BECOMING a GREAT LEADER Group 8 Jitesh Gopal( 1312017) Pravar Ranjan ( 1312054) Rajesh Unnikrishnan(1312034) Group 8 Jitesh Gopal( 1312017) Pravar Ranjan ( 1312054) Rajesh Unnikrishnan(1312034) BEING THE BOSS is a must read for all managers. Linda A. Hill and Kent LineBack have comprehensively explained the paradoxes associated with Management Job. As becoming a manager is a journey – A journey most managers fail to Complete, it’s important that people are given tools and methods that will help them progress through the long road of management. Through BEING THE BOSS, Linda and Kent have provided us with such a tool. Jason, the protagonist in BEING THE BOSS, embodies the paradoxes that a manager is faced with. Jason is an experienced manager thrown in to a new role where he is faced with daunting task of making Project Emerge a success.her existence in the company depends on the success of the Project Emerge. The book explains challenges of management by tracking some of the situations that Jason gets in to and tries to identify the underlying reasons behind these problems....
Words: 3266 - Pages: 14
...becoming more and more important for companies to understand and manage it. The people of different background, races, religion creates diverse workforce. There is an importance of having diverse workforce to provide better performance. There are perspectives of managing the diverse workforce, which require organization leaders and managers of being responsible of attaining better diverse workforce. Diversity means differences, difference of age, sex, race, religion and culture etc. People with different demographic differences working in the organization makes diverse workforce. And it is becoming more important for the organizations to know about these differences and how to manage it. Diversity is also the common issue in the workforce environment, in some companies employees often get discriminated or misunderstood because of the diverse features. So it is important for the companies to manage the diversity workforce to value best performance. Most important aspect these days is to train the managers to handle the diverse workforce. Many organizations are engaging in activities to manage their employees of different genders, ages, race, sexual orientations, etc. When demographic diversity is valued, all employees, even the non-traditional (i.e., other than white males), are encouraged to participate fully and develop their unique skills and perspectives. Diversity is increasing every day in every organization and over the next decade, companies realize that they must have...
Words: 1038 - Pages: 5
...CHAPTER 1 INTRODUCTION TO MANAGEMENT AND ORGANIZATIONS WHO ARE MANAGERS MANAGERS - someone who coordinates and oversees the work of other people so that organizational goals can be accomplished 3 MANAGERIAL LEVELS: 1. FIRST LINE MANAGERS 2. MIDDLE MANAGERS 3. TOP MANAGERS FIRST-LINE MANAGERS - managers at the lowest level of the organization that manage the work of nonmanagerial employees - involves producing the organization’s products or serving the organization’s customers - titles: o supervisors o shift managers o department managers o office managers o foreperson MIDDLE MANAGERS - managers between the first level and the top level of the organization who manage the work of the first line managers - title: o regional manager o project leader o plant manager o division manager TOP MANAGERS - managers at or near the upper levels of the organization structure who are responsible for making organization wide decisions and establishing the goals and plans that affect the entire organization - titles: o executive vice president o president o managing director o chief operating officer o chief executive officer o chairperson WHAT IS MANAGEMENT MANAGEMENT - coordinating and overseeing the work activities of others so that their activities are...
Words: 480 - Pages: 2
...of the Internet changed the way that organizations plan and manage their human resource needs? The Internet has greatly changed the way organizations plan and manage their human resource needs. By integrating HRIS’s, organizations have become a lot more efficient and cost effective. These systems cut down on a lot of the traditionally labor- and time-intensive human resource activities. For example many organizations use HRIS’s to recruit and track applicants, which saves a significant amount of money and time. 2. What kinds of future human resource activities might we see developed over the next several years? In the future I could see more human resource training for employees online. This could also involve different scenarios online and interactive programs to educate employees on human resources within their organization. I could also see more organizations putting their entire human resource planning process into a software program to better manage their human resource demands. 3. What are the legal and ethical issues surrounding the use of the Internet by individual employees for human resource activities? Are you concerned about violations of your own privacy because of these kinds of Web applications? Using the Internet for human resource activities can expose private information to unauthorized people. Identity theft is a big current issue and by using online human resource activities is only making easier for people trying to steal someone’s identity. Although...
Words: 383 - Pages: 2
...concept of workplace diversity refers to the differences that exist within an organization based on the employees working together in a team (Sonnenschein, 2009). It is imperative to note that the modern working environment calls for the need to manage the diverse workforce. As such, the management shoulders the responsibility of ensuring that they effectively manage diverse employees within their organization. It would sound simple to think that managing such team does not require tact and knowledge. However, it is pertinent to note that the aspect of diversity encompasses many fields like ethnic background, race, and age of individuals, gender, educational level, and the personality type of people. Additionally, diversity involves how the individuals perceive themselves and others of the different background than theirs. Hence, the perceptions will interfere with how they interact with others and the manner in which the organization will operate (Blunt, 2009). Therefore, for various assortments of employees to be in a position to function effectively within an organization, the human resource personnel must effectively deal with a broad range of issues. For instance, they must address change within the organization, communication aspect, and adaptability to the working environment. Furthermore, the issue of diversity will significantly increase in the future hence the need for every organization to find ways of adapting to the changes. They must recognize the need for taking...
Words: 2288 - Pages: 10
...maintained to ensure that the organization maintains itself within the governing documents of the state and of the corporation itself. Some of the most important people in the organizational structure include the board of directors and the officers of the corporation. However, these management personnel must also ensure that their actions are in line with the shareholders of the corporation, which typically are set out to increase profits. These three groups of personnel within an organization are important and their individual duties must be fully understood. Additionally, the differences between publicly held corporations and close corporations are important to examine alongside these duties. The first group of personnel to examine is the directors of the corporation. Many corporations establish a board of directors who have the authority to most any action according to the organizational governing documents. According to Mallor, Barnes, Bowers, & Langvardt "the board's authority includes not only the general power to manage or direct the corporation in the ordinary course of its business but also the power to issue shares of stock and to set the price of shares" (2010, p. 1049). The Board of Directors approval must be obtained for most, if not all, major changes to the organization to include any amendments to the articles of incorporation, mergers of the corporation, or dissolution of the corporation. In comparison, the Board of Directors of an organization is similar to Congress...
Words: 832 - Pages: 4
...either enhance or hinder effective leadership in the healthcare environment. A recent study prove that a leader who has a high degree of emotional intelligence is an indicator of tomorrow success than IQ (Dess, 2008). The survival of an organization depends on EI, and emotional intelligence facilitate the promotion of the employees. The emotional intelligence of workers are able to perform tasks under pressure and able to create value. You can have a mountain of ideas and excellent training but the EI will make you a great leader (Dess, 008). The leaders must have the ability to manage self and aware about how their moods, and how they affect other people. To lead others, it is essential to know how to manage yourself. The health leader must have the self-regulation, know your impulsions and able to control them. Having motivation and this motivation will enhance the strength of others to do more and achieve great thing for the health organization beyond money and status (Baldoni, 2005). The second trait of a leader under the EI is how to connect to people around you or how to manage relationship. The health leader has to show empathy and comprehend the emotional makeup of others (Dess, 2008). Health organization needs...
Words: 569 - Pages: 3
...Project structure Delivery Side model | 18 | 12. | Pros and Cons of Change Management | 19 | 13. | Conclusion | 21 | ACKNOWLEDGEMENT I would like to use this opportunity to express my gratitude to everyone who supported me throughout the course of this CIP project. I am thankful for their aspiring guidance, invaluably constructive criticism and advice during the project work. I am sincerely grateful to them for sharing their truthful and illuminating views on a number of issues related to the project. I express my warm thanks to Mr. Adil Hassan for his support and guidance at Mercer. I would also like to thank my project external guide Ms. Mamta Mohapatra and Ms. Soni Aggarwal from International Management Institute and all the people who provided me with the facilities being required and conductive conditions for my CIP project. Thank you, Raunika Rawat Defining Change Management: Change Management is a common buzz word in today’s businesses. With constantly evolving business goals and strategies, change is inevitable and managing change is essential. Change management is a structured approach for ensuring that changes are thoroughly and smoothly implemented and for achieving...
Words: 4436 - Pages: 18
...Management people in organization The employees or people working towards the achievement of a common goal are the biggest assets of an organization. Managing the people of an organization is known as people management or human resource management. In this context, the main purpose of the report is to talk about the issues related to people management and itself as issues in changing world of business and workplaces. Next segment of the essay attempts to focus on the challenges that are contributing to people management issues in organizations. Afterward, a number of theories have been presented in the discussion that can help dealing with issues related to people management. The essay has illustrated the critical review of people management theories discussing their integration to assist the managers in dealing such issues. In contrast, the way of using these theories by managers to overcome the people management issues also have been delineated in this essay. Before highlighting the issues in relation to people or human resource management, it is necessary to know what people management is and how is it perceived within the organization. It is understood that people are the soul of the organization and success and the failure of then business totally depends on their attitude and performance. Therefore, the very difficult task for a manager or an employer in the organization is managing the people. A manager is supposed to lead, train, inspire and encourage the people working...
Words: 2685 - Pages: 11
...indirectly by some type of organization. We look to organizations to feed, clothe, house, educate, and employ us. An organization is a system of consciously coordinated activities or forces of two or more persons. Modern organizations have one thing in common: they are the primary context for organizational behavior. In a manner of speaking, organizations are the chessboard upon which the game of organizational behavior is played. Therefore, present and future managers need a working knowledge of modern organizations to improve their chances of making the right moves when managing people at work (Kinicki & Kreitner, 2009). Organizational behavior (OB) is an interdisciplinary field dedicated to better understanding and managing people at work. OB is a horizontal discipline that cuts across virtually every job category, business function, and professional specialty (Kinicki & Kreitner, 2009). This paper will attempt to answer the question, what goes wrong in organizations. The first thing that goes wrong in organizations is the lack of knowledge of managers on how to manage diversity. Diversity represents the multitude of individual differences and similarities that exist among people. There are many different dimensions or components of diversity, which implies that diversity pertains to everybody. Diversity pertains to the host of individual differences that make all of us unique and different from others (Kinicki & Kreitner, 2009). Many organizations throughout the United...
Words: 1138 - Pages: 5
...treat and communicate differently with leaders than they do with managers. People are more ready to listen and learn from leaders, where managers are usually giving orders or direction. It is a common thing for people to complain about their managers and who they think run the tasks or job assignments, but rarely do people complain about their leaders. Management is a position, but leadership is an action (Tschohl, J., 2014, p. 48). Employees need to understand that being in a position of management, does not make someone a leader and therefore they cannot expect the person to exhibit leadership qualities. Management and managers often do not work or communicate well with their employees (Tschohl, J., 2014, p. 48). This is common...
Words: 979 - Pages: 4
...there is the need of having people to lead and manage due to the them growing rapidly. For that, reason organizations are hiring leaders and managers to help them run their businesses. Many would think that management and leadership are synonymous to each other but they are not. The two are related, but their functions are different. Below I will differentiate their roles and responsibilities in maintaining a healthy environment in an organization. In addition, I will give recommendations to create and maintain a healthy organizational culture. Management and leadership are both important in an organization, but they seek two different things. Managers focus on managing the work that needs to be done by putting their employees to help them accomplish the objectives while leaders focus on leading people to the companies vision. Management also focuses on the short-term events, they ensure that the resources are used and improvement is made within time frames of days, weeks and months. Leaders, in the other hand deals with uncertainly, they focused on long term events such as policies and procedures. Managers empowers (not only delegate) staff and develops them for advancement. Managers has to seek feedback and listen, they have too build visions and missions with their staff. Managers has to respond promptly to staff and manager has to manage creatively and to demonstrate good examples to the staff It is important to manage the organization culture and to know the weaknesses...
Words: 394 - Pages: 2
...What is Transformation, and Why Is It So Hard to Manage? Dean Anderson Linda Ackerman Anderson 1 1242 Oak Drive, DWII Durango, CO 81301 (970) 385-5100 www.beingfirst.com www.changeleadersnetwork.com/blog What is Transformation, and Why Is It So Hard to Manage? 1 reorganizations, simple mergers or acquisitions, creation of new products or services that replace old ones, and IT implementations that do not radically impact people’s work or require a significant shift in culture or behavior to be effective. Two variables define transitional change: (1) you can determine your destination in detail before you begin, and can, therefore, “manage” your transition, and (2) people are largely impacted only at the levels of skills and actions, not the more personal levels of mindset, behavior and culture. Knowing which type of change your organization is undergoing is critical to your success. Three types exist, and each requires different change strategies, plans and degrees of employee engagement. A very common reason for failure in change is leaders inadvertently using approaches that do not fit the type of change they are leading. Is this happening in your organization? The three types of change occurring in organizations today are: (1) developmental, (2) transitional, and (3) transformational. Traditional project management and what is commonly called, “change management” effectively support developmental and transitional change, but they are woefully insufficient...
Words: 873 - Pages: 4
...Introduction Nowadays , approximately 30-40% households in the United States own a dog or cat. Majority of the pets are given by family members and acquaintances. While not all pet owners can properly manage their pet. Although there are some other reasons people give away their pets. “According to the American Humane Association , the common reason is they are not allowed to have pet in their residence (29%) , don’t have time to manage the pet (10%) , divorce or death (10%) , and allergies (11%).” (Aspca.org). Its indicated there are many pets that need a new home where they can live or they will be homeless. The number of homeless dogs and cats are increasing every year , this arouse the awareness of people to create an animal shelter for...
Words: 713 - Pages: 3
