...OB Problem: Kaiser Pharmacy has a challenging work environment for new hires. Upon investigating I have found that, the pharmacy has a high turnover rate due to a strong social environment (culture). The pharmacy has only a 50% retention rate and employees have left their jobs because they were unable to understand the culture and regulations at our pharmacy. New employee might be transitioning from different ethnic or organizational culture so it is challenging for them to adopt new methods and styles we have implemented and that creates friction in the high volume pharmacy. It is my belief that new employees are unable to quickly mesh with our strong environment and to adopt regulations are the Organizational Behavior (OB) problem at this location. These issues can lead to a decrease in morale and productivity. Clearly, there is room for improvement. To overcome these challenges, I am implementing new employee onboarding program starting with the group of 3 new hires. Onboarding program will enable them to understand the pharmacy’s culture and regulations, which can enhance employee moral, productivity and ultimately job satisfaction. Steps I am going to take are: * Implement 6 weeks long “Onboarding Program” * Formal and informal onboarding * Heads up on what to expect on 1st day of work * Provides instruction on parking, map for hospital and where to meet * Facilitate group discussion * Get there name badge ready * Post welcome memo...
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...an organization is thinking of implementing a New It Initiative they must ensure that they are well organized and fully understand the length and time a project may take. According to Cook “ Project failure occurs when a project is significantly over budget, takes must longer than estimated timeline, or has to be terminated because of so many problems have occurred that proceeding is no longer judged to be viable.” With Memorial Health System failed implementation of a CPOE system they had many problems including an over budgeted project, Lack of belief in project, Insufficient leadership support, Failure to respect uncertainty, Failure to anticipate short-term disruptions, and initiative undernourishment. In this paper we will discuss all six of these problems along with give possible solutions to each of them. Failure to respect uncertainty: When the system was finally implemented it was had a lot of bugs in the system. They implemented the system at all of facilities. Because of this as well as a few other issues such as lack of training the system was taken offline and they continued with the old system. The solution to this problem would have been to implement the system in one location instead of the entire hospital. This place can be used as the test facility in which you can do two things. One you can work all the bugs out and the other would be to use it as a training facility where you can send employees to get training on a system that is up and running. This will...
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...SUMMARY Recently there is something wrong with the performance of our company and I think what we should do is to upgrade the office furnitures. Because more and more of our employees claimed about the poor working condition. We can reduce the surgery fee and the sick days from the employees after the upgrade. Therefore, we can increase our productivities a lot. THE PROBLEM 1 Increase health problem- More of our employees are having health problems because of the uncomfortable furnitures. 2 Sick days increase-Because of their health problem, employees asked for the extra vacation day. 3 Surgery fee increased- Three employees had to have carpal tunnel surgery, and another had back surgery 4 Insurance fee increase- The insurance carrier was threatening to raise its premiums. 4 Productivities reduce- The day-to-day productivity of the office reduced THE REASON The problem came up from last year. If we don’t care about the problem, it will cost us a lot. For example , we already have three employees need to do carpal tunnel surgery . Cost of surgery and rehabilitation is in the range of $5,000 to $10,000 (data from :http://www.mycarpaltunnel.com/surgery-release-carpal-tunnel.shtml).And we have one employee need to have back surgery. According to the data from www.ehow.com. This procedure costs an average of $12,000to$15,000. So far the maximum cost is approximately $45000. And if we ignore that, the number of employees who need surgery would double in the next...
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... VII Appendix 7 1. Introduction- a The purpose of this survey is to gain a prospective view on what goes on inside a alcohol anonymous program and the benefits and experiences people gain from it. I also want to see how the community gets involved with people who have alcohol problems and the actions taken by the community to get help for these people. b The epidemiology of the program i surveyed is to study; the patterns that go on for people with alcohol related problems, the causes of these patterns and the problem itself, and the effects this problem has on the person and people related to that person. c. The intent of this survey is to collect all the necessary information need by someone with alcohol related problems therefore allowing them to access this information and receive help. II. About the organization: St Joseph's Gift Of Life Walk in or Phone St. Joseph's Chruch Rev. Jon Murry 208 South Main St. Attleboro Ma 508-226-1115 III. About the Program A.The program takes in people from the community with alcohol abuse problems to try and help cope with these...
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...Buenavista Plywood Corporation The Problem The problem confronting Mr. Antonio Garcia, the Plant Superintendent of Buenavista Plywood Corporation is how to deal with the absentee rates of the employees from Bohol such that the production of the plant will operate at capacity, with adequate workforce and the interests of the company and employees be served. Objectives More specifically, the problem resolves itself into the following objectives which Mr. Garcia has to achieve in the course of action he has to take: 1. To maintain a stable and reliable workforce; 2. To protect the company’s reputation by avoiding confrontation with formal union groups; 3. To address production problems and costs; 4. To meet the rated capacity of the plant; 5. To safeguard the long-run profitability and stability of Buenavista Plywood Corporation. Situational Analysis The Buenavista Plywood Corporation was organized in Cagayan de Oro City in 1950 by the Santiago Family. Don Jose Santiago, the present head of the family, was well qualified to carry the traditions of this prominent family. The Santiagos have been involved in politics in nearby Bohol, the ancestral home. They had been pioneering industrialists in the plywood business. Don Jose had been an early advocate of local processing of lumber as opposed to the shipping of log abroad. VISTAWOOD, the trademark chosen for their plywood, was one of the first export plywood production in the Philippines. Late in the...
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...to discuss the staff management problem Arthur Reed faces every summer. Arthur Reed, a supervisor at the Blue Grocery Stores, has an issue with hiring temporary workers in sufficient numbers to cover the sick and vacationing workers for the summer months. As warehouse supervisor in charge of two shifts on the shipping dock, Arthur usually manages to run the shifts smoothly every year except in the summer months. During the summer months, Arthur faces a shortage of staff when most of his senior staff call in sick or take vacation. Arthur runs into this problem every summer and does not look forward to the frustration of trying to hire sufficient temporary workers this summer. Although Arthur has earned the respect within the industry and has 20 years experience in the grocery industry, when it comes to dealing with staff shortage, Arthur does not know how to manage the problem. If Arthur knows he will faces this problem yearly, then why does he not plan ahead to avoid the frustration? Perhaps Arthur is not managing his staff as well as he can because he is lacking in supervisory skills; otherwise, he would not have run into this problem every summer. What are the problems? Staff management and on-call workers are the problems. In my opinion, Arthur is having a problem managing his senior staff because he is not communicating with them effectively regarding scheduling vacation and call-in sick days. The reason he keeps having the same problem every summer is that there are no...
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...there for learning but they want to network with other people within the class. They are looking to make connections in order to have more connections for a later date, maybe for a better job or for something they may need in their current company. The vacationer mindset person is there to get away from everything not to learn. They want to get away from the office and enjoy their time away. The prisoner feels as if they were forced to be there and they come in mostly with a closed mind about the training they are attending. Rosner also speaks about some problems that people have within their organizations and how some of these problems are misdiagnosed because the proper people are not in the proper positions with the proper training. Rosner quotes from Valerie Oberfie, a former vice president at Disney University that has done business consulting and training for corporations. She says that to avoid misdiagnosing a problem businesses should do their homework (Rosner, 2009)....
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...Title: Problems Encountered by Irregular BSMAR-E Students of University of Antique INTRODUCTION Time spent at college is fond memory and happy experience for most, college life is not without its rough patches and problems. While each person’s are unique to their current circumstances, I know that there are few problems that almost all college students deal with at least once during their time at school. Academic performance really means three things: this means the ability to study and remember facts, it also means being able to think in relation to facts and thirdly, further means being able to communicate one’s knowledge verbally or practically. From Wikipedia, the free encyclopedia. In the society of university, students form their own interpersonal relations with their fellow students. They discuss commonalities and bond until they form sense of trust in each other. There are students who had given full load of subjects that a student in the specific year and semester. These students are called regular students. Every students in the block aims to pass every class, and some may even aim to pass with high marks, but not every student in the block can achieve this goal. Failure in a subjects or more require/s to repeat the course either in the summer or the following year. These students are called irregular students, but not all regular students became irregular students because they failed a subject or more. Some students became irregular because they are shifters from...
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...Chapter 1 THE PROBLEM AND ITS SETTING Introduction This research deals on the common factors that affect the study of BEED-2ND year students and their academic performance. These factors are the problem of the 2nd year BEED students in their studies. It has been an interplay of so many factors on gender, IQ, study habits, age, year level, parents educational attainment, social status, numbers of sibling and etc. This research focuses on the factors that affect the studies of BEED-2nd year students and their academic performance. These factors can help students on how to face these problems in their studies. This study also can help the parents and the teachers understand the problem of their students. Furthermore, this research helps us as a future teacher because if we know the problem of our students we can understand them clearly especially on financial aspect. Theoretical Framework One of the problems that besets our educational system is poor study habits several studies found this problem challenging and therefore, efforts have to be exerted in order to determine the root cause. According to Lass and Wilson(1965), students fails not because they do not have intelligence to understand why they are studying, not because their lesson are too difficult for them but because they do not know how to study or understand what study means. Students failure in his academic subject may not be to lack of intellectual capacity, but perhaps it may be due to negative attitude...
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...act on the problem, but a professor from Lynchburg College, Virginia called Dr. Thomas R. Nicely discovered the problem around June 1994 he was the one that noticed it in two sets of numbers and did some tests on 486 and Pentium-based computers, Dr. Nicely was certain that the error is caused by the Pentium Processor. Dr. Nicely then contacts Intel Technical Support on October 24, 1994 Intel technical support then duplicates the problem and confirms it, but it was not reported before. Later the Intel person he had contacted admitted that Intel had been aware of the problem since May 1994, when the flaw was discovered by Tom Kraljevic. When Intel first knew about the problem they decided not to tell anyone, thinking that the flaw would hardly affect anyone and that it was just a commonplace for a complex microprocessor to have a few bugs. Then, when it was forced to acknowledge the problem, Intel pushed it away again and dismissed the chances of it causing problems for the average user. In my opinion, Intel was acting very unprofessional when they knew about the problems and did nothing to fix the problem. I think that Intel was just trying to save money with them thinking “maybe if we don’t fix it and just let it hurt a couple of people, the consumer will have to try to fix it themselves and keep buying parts from us”. But instead it was the other way around the people found out about the problem with the help of Dr. Nicely and him telling the people about the problem so they could...
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...the proceeding suggestions for analyzing your case studies in this class. All grades for case analysis will be based on the values theory, suggestions made by the instructor, and the directions given in your VDM textbook. You can follow the enclosed steps for the case analysis. This is usually about 5-8 pages (excluding appendices). More pages are okay. VDM Case Analysis Guidelines: A. Read the case carefully and determine the key issues. B. Determine what the main problem or opportunity is in the case as you see it. Clearly state this as either the problem or opportunity statement in one to two sentences. C. State three to four realistic alternatives to effectively resolve the stated problem or to take advantage of the possible opportunities. D. Determine which Value Drivers are the most important to consider in establishing Value Over Time (VOT) maximization in the case. • Take Each Value Driver and accomplish the following: 1. Identify specific aspects (Facts, problems, potential problems, data needs for further analysis, etc.) of the case as they relate to this particular Value Driver. (Be very specific and concrete in this step.) 2. List the potential positive and negative impacts on Value Over Time of each aspect and whether it has a short-term effect, long-term effect and what you would expect the effect to be on Value Over Time. 3. Consider potential actions (alternatives) you could take to turn the particular negative effects of each aspect to neutral...
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...When all individuals in an organization are able to understand the mission of the organization then they will be able to appreciate the need to work together as a team. Working more effectively as a team often had a direct payoff in quality efforts. If top management can effectively determine the strategic direction necessary to accomplish the goals of the organization and put in place the network necessary to disseminate the information and help drive the process, then quality improvements can begin (Eraut, 1994). There is a need to adopt quality as a business strategy whereby workers would enjoy the working environment and be proud of the resulting products or services. Part of achieving this result is encouraging and managing the participation of these workers in their day-to-day jobs. This is also in contrast to a prevailing notion that quality efforts and business decisions can be separate and unique. For example, a change in direction should be accompanied with a change in focus on quality efforts. Implementing a quality program in any organization does not mean the result will be lower productivity and higher costs. This belief stems from the mistaken notion that management will try to inspect in quality rather than improve systems or processes (Delener, 1999). In setting up a CI program for the company to maintain product quality Hank should explain the need for quality products to all those involved in manufacturing and production. He needs to explain the importance of...
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...Item #1 Problems: * Emergency meeting at 3:30 * Has to find a way to finish work for the day and catch a flight at 11:30(most important) * Has no secretary The most important problem would be catching the flight for the meeting in Chicago since it’s an emergency and work related. Solutions: Getting work done for the day on the air plane on the way to the meeting. Call the secretary to find out at least some of the info for the meeting. Item#2 Problems: * Internal politicking in the company * Finding someone to replace F.T. Dickenson * Dealing with eliminating his overtime hours The two most important problems would the politicking, because someone else may feel the same way and decide to leave the company too. Also, finding someone to replace him and do his unfinished work in such a short period of time. Solution: Search for a new employee ASAP. Item#3 Problems: * Workers threatening to walk out over a co-worker * 10 votes to dismiss Foreman Edward George The workers are the most important asset to the company, so their interest should be first. Second, you have to figure out what to do about the votes to dismiss Ed George. Solutions: Talk to Ed George about his problems with his co-workers. Hold a meeting and get even more workers involved in the voting process, the take another vote. Item#4 Problems: * Overloading which can result in interruption of electrical power. * Not being reachable for Southern Power Solution: Contact...
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...and site visit. Foster’s management was so smooth--they indicated they could meet all our requirements. I feel like we’ve been mislead by this supplier. Susan: Didn’t you look at their processes and quality systems? Bill: Sure we did. Everything checked out fine. But now every other shipment has some problem and the delays are hurting our ability to get our product to our customers. What really struck us about this supplier was how innovative they were. Foster’s biggest drawback was their size--they lacked some depth at key manufacturing engineering positions. Maybe that’s why they are having problems. It could be that someone has left the company. Susan: We are going to have to address these problems quickly. Bill: I’ll tell you what I am going to recommend. We should begin immediately to look for another supplier. I never was a fan of these single source contracts. They leave us open to too much risk. Susan: But won’t that take a long time? Bill: Sure. We’ll have to perform another supplier search with team visits. New tooling could really cost, too. This could take months. Susan: Has anyone talked with the supplier about these problems? Bill: Kevin went over personally today and talked with the production manager. He didn’t have much time to explain, but he...
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...behavior towards employees within the environment were unbearable. It seem like it created a hostile work environment for employees, which proved to be detrimental to the organization. The micro issues were those stated to include the loss of members, the difficulties within the chain or command, and poor staff morale. Heavens was unable to talk to his superior and the non-interest in problems within the company. All of the micro and macro level problems were potientially caused by no recognition or follow through for the staff and/or on the behave of staff. Employee’s passed over for promotion and relationships between staff negatively effecting goals of the organization and the morale of the staff. Not only were there several distractions within the environment, but retirement of an employee contributed to the problems. I recommend before Bob retire the organization attempts to pull it together and establish a meeting in order to put all the issues out on the table. Along with establish courses of action to fix the problem. If that does not work, the organization should wait and explain the problem to the new director. Maybe they would have better luck with getting a new director that is concerned with the issues within the company. Therefore, uniting the staff could be essentially easier or the new director could hire an OD practitioner to...
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