...are more than just two companies joining together to become one. There are additional changes that have to take place in order for the merging facilities to exist as one. The new organization mission and vision must be defined and communicated. There will also be a need to redesign and redirect nuisances, task, and job performance measures. The merger between Health care Facility A and Health Care Facility B was initiated six months ago. The merger created the Open Health Care Facility. This facility was forced to eliminate jobs because of duplicate positions and job responsibilities. Each health care facility contributed their own area experts in all fields and to align the staff with the budget allocations, staffing was reduced tremendously. There have been changes in the organizational structure, changes and enhancements in processes and production, and changes in the quantity of staff members. The newly structured administration sees a need for a redesign of patient care delivery because of all the changes and enhancements implemented. A suggestion was made to use the universal worker concept. Consider the words universal worker in a health care facility. This could mean that one person is capable of doing all task in every position and department. Can you say “burn out”? Burn out of employees could be one reason why the universal worker model often failed in other organizations. This paper will address an effective method of job redesign, why universal workers...
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...Alesia Cleveland 03/23/2015 MAN4302 Management of Human Resources Individual Work- “Critical Thinking” Question 4/pg459 Professor: Helen MacLennon How would you oversea the design (or redesign) of a benefits program in a large organization? What issues would you consider? An overview of mandatory benefits, along with strategies for including each. An employer provides to workers for being part of an organization. A benefit is an indirect given to employee or group of employees for organizational membership. The benefits include retirement plans, vacation with pay, health insurance,educational assiatance,and many more programs. Employer Compensation and Benefits Cost per Hour: Health insurance $2.25,paid leave $1.78, defined retirement plan $0.42, define contribution retirement plan $0.03, short-term disability insurance $0.06,life insurance $0.04, long-term disability insurance $0.04.Robert L. Mathis/John H. Jackson 13th ed. Human Resource Management;Cengage Learning (pg.426). Benefits design are flexiable and choices for employees increasingly, employees are finding out that providing employees with choices and flexibility allows individuals to tailor their benefits to their own situations. Kamual Agarwala, August 7,2014.,Exactly Solutions delivered. There are different types of Benefits: Government mandated and Employer voluntary: Security Benefits, Health Care , Family, Retirement, Financial, Family, Time-Off, Miscellaneous, there are many mandated benefits...
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...PREAMBLE uniCredit Ghana Limited is a non-bank financial institution which has been in operation since 1995. The company was formerly called Kantamanto Savings and Loans Co. Ltd, but had a change of name in June 2007. The ownership of the company changed in April 2005. The company is headquartered at Tarzan House, Kantamanto-Accra, and currently has a network of 10 branches and one agency located at Kantamanto, Kaneshie, Apenkwa, Ashaiman, Dome, Makola, Adabraka, Kejetia and Suame in Kumasi and the newest branch in Takoradi The primary focus of uniCredit is to provide financial services that are specifically tailored to the needs of personal customers and micro, small and medium scale enterprises. The company currently has nine(9) department which comprises of the Human Resource, Business Development, Internal control, Risk and Compliance, Marketing and Service quality, Credit department, Information Technology, Finance and Administration, Operations, Legal, Small and Medium Enterprises(credit) department performance There had been mixed up in the jobs descriptions of four departments that is Marketing and Service quality, Business Development, SME’s and the credit departments. Mostly both managers at Marketing and Business development ends up taken each other’s role. There has also not been clearly defined role or job description for both Head of SME’s and Credit manager. Again Relationship officers at various branches currently reports to these four departments...
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...employee job performance and satisfaction. The degree to which the employee fits into the designed job and structure will determine the quality of performance and job satisfaction of that employee. The small life insurance company has a functional organisation structure that is associated with high human cost, boring, insignificant and monotonous jobs. This type of structure has resulted in job dissatisfaction, high turnover and absenteeism. The researchers start the analysis of the case by studying the critical relationship between job performance, job design and organisational design, and contrast the views of Gibson et al. (2009), Colquitt et al. (2008), van Dyk (2005) and Autry (1996) amongst other authors. The analysis reveals that congruency between job design and organisational design ensures desirable job performance by matching the right employees with the right jobs. Quality of work life and job enrichment play a major role in employees’ job satisfaction and this makes them perform at their optimum best. The researchers go on to identify problems that the insurance company and employees face and observe the following: high turnover, absenteeism, repetitive job functions, high human costs and structural limitations that make it difficult for the company to redesign jobs. The problems identified present an opportunity to provide the following solution: redesigning of jobs that have depth and range which will increase employees’ motivation,...
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...Running head: Professional Development The Professional Development of Nursing Professionals Grand Canyon University: NRS 430v/0201 09/17/2011 The Professional Development of Nursing Profession The American healthcare system has been influenced by legislature and insurance companies for many years that the focus of healthcare has shifted from caring for the patient. There is a multiple of families, individuals, and children who go without health insurance daily because they cannot afford it. The healthcare system of this nation has needed to be reformed and revitalized to ensure every person has adequate healthcare. The Institute of Medicines report is sending a message of needed changes to help reform healthcare in the nation. These messages allow nurses to have a more powerful impact on medicine. According to Thomas Sullivan’s report “nurses have the ability to act as partners with other health professionals and to lead the improvement and redesign of the healthcare” (Sullivan 2010). America will need to improve the education process, the nursing leadership, and how it views primary care for patients. The education of nurses needs to be revised to ensure that future nursing graduates have the training needed to incorporate the Institute of Medicine’s recommended changes. One change, is “nursing should practice to their full extent of their education and training.” (IOM 2010 chap.4) To accomplish this task, nurses will need to take on more responsibilities...
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...According to Schermerhorn (2011, p. 364), Google Australia is one of the best places to work in Australia matching the performance of its US parent company. It uses a well-balanced strategy of extrinsic and intrinsic rewards and these have kept its employees highly motivated and continue to exert their best efforts for the company. Extrinsic rewards at Google Australia include unlimited sick leave, generous health insurance, flexible working hours, and reimbursement of up to $6000 per year for educational expenses. In addition, staff can also receive small bonus rewards on a day-to-day basis. Intrinsic rewards mostly depend on the individual, but such things as getting to work with creators of Google products such as Google Earth, Gmail, and Google News can bring a sense of satisfaction to the job. Google’s intention to create a sense of fun at work and to create a culture of information sharing and collaboration can be identified by its office environment such as an informal dress code, abundant leisure activities and free food at the staff cafeterias. With these small rewards, Google employees feel a sense of belonging to the company and feel that they are creating and contributing to something bigger than themselves. Gone are the days where companies rely solely on the loyalty and lifelong devotion of the employee. This paper will argue that modern day companies need to redesign on how a balanced strategy of extrinsic and intrinsic rewards for each individual employee will...
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...Introduction Job redesign is the alteration of a given (specific) job with the intention of increasing the on-job-productivity of employees as well as their quality of work experience as noted by Hackman (1975,p.4). Slocum (1981) on the other hand described the process of job redesign as the deliberate and yet purposeful planning of a given job and includes all of its social and structural aspects as well as the effects of these aspects on the employee. Mergers can have profound effects on the design of organizations. Certain changes may occur within the administration while other may occur within the general organizational workforce structures as well as organizational processes. There may be a need for the managerial positions to be simplified with the truncation of the redundant management positions. Some organizational functions may also need to be merged or even adjusted. As a result of politics as well as economics, there would be a need for service line assimilations during the merger. Additionally, there would be a need for the optimization of medical as well as operational procedures. The standardization of the clinical, information technology, business as well as clinical programs can be necessary for the increasing of the quality of the patient care as well as safety. This can also help in the improvement of staff as well as physician satisfaction as noted by Betka, & Mengwasser (2009). How to begin the process of job redesign The process of job redesign begins after...
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...Chocolate Company is a leading provider of chocolate and other confectionary products. A few of the names of candies they produce are the Hershey Kiss, Almond Joy, Mounds, Peanut Butter Cups, Kit Kat, and other candies. Recommend the redesign of Hershey’s performance management system to appeal to the diverse groups that it employs. Hershey currently employs a diverse group of employees. Hershey’s current management system is effective and has helped in the success of the company’s revenue. The current management system relies on the baby boomers and the younger employees to train or be mentors for new employees. The new employees usually are in the early twenties and are eager to learn the details of their job. Although the current management system is working, the ever changing labor force brings about a large number of individuals whom are willing to work and able to work. Older people want to work as, so does this mean that Hershey will not considering an older person for employment with their company? Older people are willing and able to learn new technology (Noe, Hollenbeck, Gerhart, and Wright 2011). Despite myths to the contrary, worker performance and learning do not suffer as a result of aging (Noe, Hollenbeck, Gerhart, and Wright 2011). Performance management system should be designed to take into consideration what makes a job of interest to the employees as well as what motivates them to provide effective and efficient work. Companies should also...
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...DMV Case Study Purpose of this Assignment (The information below is excerpted from the Virginia Department of Motor Vehicles’ RFP 154:7-061, DMV CSI Systems Redesign Project, available from under Content>Course Resources>DMV_CSI_RFP_083107_Final_Release. Corresponding page numbers from the RFP are given in parentheses at the end of each lettered section heading.) A. DMV Organizational Overview (p. 2) The Department of Motor Vehicles (DMV) is a governmental agency in the Executive Branch of Virginia state government. Under the direction of the Secretary of Transportation, DMV administers motor vehicle and tax related laws for the continued benefit of all citizens of the Commonwealth of Virginia. Specifically, DMV administers motor vehicle titling and licensing laws, driver’s licensing laws, transportation safety laws, tax laws, and other motor vehiclerelated laws and regulations as directed by the Code of Virginia and Federal laws, as amended. DMV employs nearly 2000 full and part-time employees to meet its daily mission of providing transportation services to customers in Virginia. These employees provide services via one centralized administrative Headquarters located in Richmond, Virginia as well as 74 Customer Service Centers (CSC’s) and 13 Motor Carrier Service Centers/Weigh Stations (MCSC’s) dispersed throughout the state. In addition, some services are provided at more than 40 DMV Select offices located throughout the state. DMV Selects are a service alternative...
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...21 June 2013 The Ford Pinto Case The big question which needs an answer in this case is if Ford should have installed a device to prevent the Ford Pinto from exploding into a fiery ball upon impact for the safety of its occupants. Before an answer can be determined, let’s look at the facts of this case. “In the late 1960s, American automobiles were losing market share to smaller Japanese imports (DeGeorge 298).” Ford felt the need to compete to keep ahead domestically so it developed the subcompact care, the Ford Pinto. Lee Iacocca, the CEO at the time ordered Ford to produce a car for 1971 that weighed less than 2,000 pounds and priced at less than $2,000. The engineers of Ford came out with the Ford Pinto. It took 25 months to design and produce the Ford Pinto. The industry norm it should take is 43 months. Due to the shorter production period, Ford tested the Pinto for rear-impact safety after production. The Pinto failed the test with 37 out of 40 attempts. The crash test revealed a serious defect in the gas tank. The gas tank would rupture by four sharp bolts on the rear axle with an impact of over 25 mph spilling fuel on the ground. The engineers designed the Pinto so the gas tank would set behind the rear axle to allow for more trunk space. The Federal Motor Vehicle Safety Standard 301 required vehicles to withstand rear-end collisions of 28 mph. The three times the Pinto passed was in cars equipped with three different modifications to the fuel tank. Installing a plastic...
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...August 31, 2007 Dear Potential Offeror, You are invited to submit a proposal in accordance with the requirements set forth in the attached Request for Proposal, (RFP 154:7-061) using Best Value Acquisition procedures. This RFP is being issued by the Virginia Department of Motor Vehicles (DMV) for the purpose of seeking solutions to address the requirements of the DMV CSI Systems Redesign effort as identified in the attached RFP. An original proposal, signed by your contractually binding authority, with 7 full copies and 2 redacted copies, must be received by DMV Contracts and Procurement Department no later than 3:00 p.m. local time on Tuesday, December 4, 2007. An optional pre-proposal conference will be held at DMV Headquarters, 2300 West Broad Street, Richmond, Virginia, Room 702, on Tuesday, October 2, 2007 at 10:00 a.m. local time. Please refer to RFP Section VII for additional information. All questions or inquiries regarding this RFP must be received by Wednesday, October 31, 2007 at 5:00 p.m. local time and must be submitted in writing exclusively to: Nancy M. Davis, CPPB, CPPO, VCO Contracts and Procurement Manager Department of Motor Vehicles Room 319 2300 West Broad Street Richmond, VA 23220 E-mail: nancy.davis@dmv.virginia.gov Fax: (804) 367-0046 All inquiries must be submitted electronically as indicated in the RFP. Please refer to RFP Section VII for additional information. No verbal inquiries will be accepted. From the date of issuance of this RFP until the...
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...life. Also in this class was a really smart professor. He provided the opportunity for extra credit if one read and completed a book report on a book called Reengineering the Corporation: A Manifesto for Business Revolution. This book was written my Michael Hammer and James Champy. Inside the book are concepts such as re-designing a company’s processes, utilizing teams, and the enabling role of technology. Basically this book is a guide on how to run a successful and highly profitable business/corporation. This book report will briefly review such concepts and will highlight some of my favorite parts. The book starts off with its central thesis, “that corporations must undertake nothing less than a radical reinvention of how they do their work” (Acknowledgments). This outlines what the book is aiming to steer you at. Successful businesses must be able to “adapt quickly to changing market demands, lean enough to beat any competitor’s price, innovative enough to keep its products and services technologically fresh, and dedicated enough to deliver maximum quality and customer service” (p.9). This is a powerful statement. As powerful as it might be, it doesn’t automatically get you anywhere. To follow those rules above is a lot easier said than done. Also, it is very difficult to reach one of those guidelines let alone all of them. Nonetheless, it is what managers should strive to achieve because soon enough only positive results will follow. Any manager in any circumstance can rely...
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...which Apple Computers was one of the companies who appeared to be standing on the shadow of giants like Microsoft and Dell. Today, Apple is considered one of the major players in the computer and consumer electronics industry. While some may argue that Apple´s success is based primarily on their high-quality and innovative products, their approach to their marketing channels was, and still is, one of the company´s key advantages. Before Steve Jobs returned to Apple in 1997, the company had relied heavily on a four-level channel structure where Apple products had to go from the manufacturer (Apple), to a wholesaler (E.g. Ingram Micro), to a retailer (E.g. CompUSA), and finally to the end consumer. After restructuring their distribution strategy, Apple started offering its product through a multi-channel strategy. While the company decided to keep its four-level channel structure, it added three-level and two-level channel structures using Apple Stores and the Online Apple Store (Schmidt, 2008). This reduction of intermediaries reduced costs associated with distribution and gave the company more control over its marketing efforts. The result was an increase in Apple’s profits and, consequently, and an increase in Apple’s power in the consumer electronics industry. Nonetheless, even when Apple used narrower channel structures on its multi-channel strategy, it still uses many members in its ancillary structure such as shipping companies, insurance agencies, and others organization...
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...VATSAL POPAT - 25 MCOM PART 1 VATSAL POPAT - 25 MCOM PART 1 WORK LIFE BALANCE WORK LIFE BALANCE Abstract THE NEED TO MAINTAIN BALANCE IN WORK AS WELL AS LIFE FOR A HAPPY AND A SUCCESFUL LIVING Abstract THE NEED TO MAINTAIN BALANCE IN WORK AS WELL AS LIFE FOR A HAPPY AND A SUCCESFUL LIVING CONTENTS 1.0 – INTRODUCTION 2 2.0 - WORK LIFE BALANCE 4 2.1 - WHAT’S IN IT FOR EMPLOYERS? 6 2.2 - BOTTOM-LINE BENEFITS 7 3.0 - HOW SHOULD THE ORGANIZATION WORK TOWARDS IT ? 8 3.1 - FLEXIBLE TIMINGS. 8 3.2 - FLEX THE PLACE 12 3.3 - FLEX THE JOB 14 3.4 - FLEX THE BENEFITS 17 3.5 - OTHER IDEAS BASED ON PUBLIC SURVEYS 24 4.0 - EMPOYER AGENDAS TO IMPROVE WORK LIFE BALANCE 27 4.1 - STEP 1 CHECK IT OUT 27 4.2 - STEP 2 FIGURE IT OUT: PLAN THE RIGHT MIX 28 4.3 - STEP 3 TRY IT OUT: IMPLEMENTATION 30 4.4 - STEP 4 SPELL IT OUT: COMMUNICATION 31 4.5 - STEP 5 WORK IT OUT: LEAD BY EXAMPLE 32 5.0 - 10 TIPS TO THE HR MANAGER 33 6.0 - ARGUMENT AGAINST THE HYPE FOR WORK LIFE BALANCE 35 CHAPTER 1 - INTRODUCTION HUMAN RESOURCE MANAGEMENT - HRM is the process of managing people in a company as well as managing the existing inter-personal relationships. These two processes are key in the success and growth of a business. When viewing HRM from the point of ensuring that structures and processes are...
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... The case study is based on an insurance billing company called DocSystems Billing, Inc. It is a call centre that has an onsite and an outsourced center. The onsite call centre has forty employees, 10 Senior Insurance Consultants (SIC) and 30 Medical Insurance Specialists (MIS) divided into two teams. The outsourced company has 100 employees called Billing Specialists who perform the initial billing work and data entries. The issue is mainly on the onsite center where the recent reshuffle of the team members and combining of MIS (15 members) and SIC (5 members) on each team headed by Dana and Alex as the managers. Jim is the senior director whom the managers report to. The case revolves around the situation where Jim wants to redesign the teams because the second team structure does not seem to be productive and efficient. Jim, thus, appoints Dave, an OD consultant over a meeting to discuss about the possible bottlenecks and solutions to enable them create a productive and efficient team. The problems that exist in the organization are internal problems which arise from conflicts between team members and teams, ego issues, insecurity, poor leadership and lack of mutual cooperation and interaction. Due to this, there is inefficiency in productivity causing delay in job completion and ultimately poor customer satisfaction. The delay is caused by the ego issues that the team members have with the senior team instead of trying to work together and complete them on time. Basing...
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