Monday, December 30, 2019

College Tuition Should Be Waived For All Students

The waiving of college tuition would benefit the economy and society due to the ease of getting a college education. College tuition is a stress that almost every student who goes to earn a four-year degree goes through in their life. Actually, those who even earn their associates, a certification, or even those who go to a two-year college may come across the difficulty for their tuition. College tuition should be waived for all students who go into a field that involves direct beneficiary to humans such as, doctors and teachers. If tuition rates were to be waived, the government would have to pay for it form taxpayers’ paychecks. â€Å"I mean would the federal government tolerate those different ranges or would taxpayers want to see the same tuition rate† (All Things Considered, 2016)? Those who do not have any children or anyone else who in their family who go to college will still have to end up paying extra tax even though they do not benefit from any of it. So, wh y should they have to pay extra tax money from their hard work earning money? Many people would not agree to it resulting in a lot of conflict. The high cost of tuition rates is resulting in many children not being able to go to college. â€Å"With the gradual decline of the country s manufacturing base and the growth of service-sector office jobs, the percentage of Americans with at least some college credits has risen steadily. According to the U.S. Department of Labor, nearly 70% of office workers have aShow MoreRelatedAnalysis Of Hennepin County, A Non Profit Government Agency And Our Mission1367 Words   |  6 Pagesmanages its goals, strategies, projects, data sharing by working together across departments and lines of business. This allows us to better utilize our resources and look for opportunities for improvements. In order for an organization to achieve all elements mentioned, a robust strategy management system is necessary in order for the human resource management t eam to deliver and build. Integration of the system is crucial due the business lines we support internal and external customers. ThereforeRead MoreWhy Should College Athletes Be Paid Essay888 Words   |  4 PagesCollege Athletes Paid to Play The amount of money made over the past twelve years in football and basketball has increased to about 300%, which helps fund all other sports (Meshefejian). College coaches are receiving a numerous amount of money for what the players are doing out on the court or field. Also, some athletes feel they need to excel more in the sport than in the classroom which can jeopardize their future. Student-athletes have other costs they need to pay for, but they have no time forRead MoreAnalysis Of Hennepin County, A Non Profit Government Agency And Our Mission1330 Words   |  6 Pagesmanages its goals, strategies, projects, data sharing by working together across departments and lines of business. This allows us to better utilize our resources and look for opportunities for improvements. In order for an organization to achieve all elements mentioned, a robust strategy management system is necessary in order for human resource management team to deliver and build. Integration of system is c rucial due the business lines we support internal and external customers. Therefore, ourRead MoreThe Ncaa Mens Basketball Tournament1686 Words   |  7 Pagescompared to large companies even it makes comparable revenue. 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For many years college education was not highly sought after or looked for, then when people who did go to college started getting better paying jobs than everyone else more and more people started to go to college. Since college is such a hot commodity these days the price of a college education is on a steady rise. Some experts have a very strong opinion as to why college educationRead MoreComparing For Profit and Non for Profit Colleges2166 Words   |  9 PagesComparing Not-For- Profit and For Profit Colleges Colleges and university have slowly become one of the stepping stones into the working world today. People go to colleges for higher education with the intention of earning degrees in which they can use in their respective fields. Some example degrees that people pursue are Medical, Law, Business, Accounting, and Science Degrees. Through the years the idea of college was that it was optional and it was a door for better life and job. However inRead MoreAmerica, The Land of Broken Dreams: The Controversial DREAM Act1063 Words   |  4 Pagesreform movement is the Development, Relief and Education of Alien Minors Act, in other words, the DREAM Act. This is the Act that undocumented students across the United States dream of turning into a reality, but so far that dream is nothing but a blur. The passage of the DREAM Act will help strengthen the US economy in the future, and provide undocumented students the opportunity to pursue their definition of the American dream by continuing t heir education and careers after high school. Over the yearsRead MoreFinancial Pressure of College Student2923 Words   |  12 PagesUM Tagum College Arellano St., Tagum City Financial Pressure of a College Student In partial Fulfillment of The Requirements in English 201 Joel Ben Borres Ruel B. De Gracia Lisette Jean P. Hingpit Introduction Background of the Study Filipinos hold close several values. One of them is education. We have complete faith in formal schooling as we have the notion that to be educated is to have a better life. Education is regarded as a gateway to improving our social and economic status.

Saturday, December 21, 2019

Ethics Of The Chief Of Police - 1360 Words

Smallville is in need of the chief of police that will lead the officers in matters of diversity and equality. While coming up with a policy that addresses generalizations that are harmful and counterproductive, there is a need for police departments and politicians to recognize the need for ethical application of various criminal behaviors that may encumber police officers and that can wreck harm unnecessary harm to the other public sectors. Personally, I am against any exercise of negative stereotype as a foundation for policing because it is unethical and illegal and a police department that practices such need not to be born. I believe it is something noble about someone that has been thinking positively about police department activities and is not afraid to grapple with such issues to paper and try to work them out with a focus. Potentially, there is a demand to hold internal training programs with no added cost; senior officer will be asked to teach a course on how an officer can deal with situations whenever faced with conditions that are life endangering. The US Department offers a program that is targeted at law enforcement. We will establish our own internally to supply officers with the power to distinguish effectively the role of the protestor devices or the individual under arrest, ability to discuss optimally the fundamental legal issues that are linked up with arrests and further be able to outline responsibilities that each officer at the scene ought toShow MoreRelatedCriminal Justice: Ethics and Integrity676 Words   |  3 PagesEthics and integrity are important to a police chief or county sheriff in a number of ways. First, ethics and integrity assist a police chief or a county sheriff to recruit the best officers who can work in their departments. 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The other alternative to use in addressing the issues of police misconduct isRead MoreEssay about Police Professionalism and Responsibility1363 Words   |  6 Pagesthe 1920s and 1930s. Police departments continued to move towards a more professional model as a result of various reform efforts. During the decades of the 1920s and 1930s two significant events occurred that helped orchestrate a move towards law enforcement. Passage of the Eighteenth Amendment of the U.S. Constitution often called the Volstead Act and the Great Depression which lead to a massive crime wave (Gaines amp; Kappeler, 2008, p. 195). Prior to t Volstead Act police officers allowed publicRead MoreThe Unwritten Code1350 Words   |  6 PagesThe Unwritten Code The Police â€Å"Code of Silence† is an unspoken rule among many police agencies in the country. It is a code of â€Å"honor† in the police brotherhood where giving information about another police officers wrongdoings is considered an act of betrayal. Other terms for the code include: â€Å"The Thin Blue Line,† and â€Å"The Wall of Silence.† Police academies across the nation are close-knit communities of law enforcement. From the first day on the job to the last, every officer is supposed to countRead MorePolice Corruption: Time to Get Rid of Crooked Cops Essay1653 Words   |  7 Pagesâ€Å"Police throughout the United States have been caught fabricating, planting, and manipulating evidence to obtain convictions where cases would otherwise be very weak. Some authorities regard police perjury as so rampant that it can be considered a subcultural norm rather than an individual aberration of police officers. Large-scale investigations of police units in almost every major American city have documented massive evidence of tampering, abuse of the arresting power, and discriminatory enforcement

Friday, December 13, 2019

Leadership in Healthcare Free Essays

string(118) " extremely difficult for them to classify their challenges since these are multi dimensional and of a complex nature\." Contents Introduction2 Interactive Model of Leadership3 Measure to Analyse Leadership Skills5 Introduction5 Critical Factors5 Identifying Leadership Gaps5 Closing the gaps6 Nature of Motivation, Satisfaction Performance8 Task Orientation among Teams8 Nature of group group development8 Leading Virtual teams8 Creating the Virtual Team9 Conclusion9 References10 Introduction The organization chosen for this assignment is Bupa Care Services, Leeds, UK. Founded in 1947, Bupa Care Services have believed in the motto that they should help people live longer, happier healthier lives with provision of good quality healthcare. Bupa not being open to shareholders works purely for the benefits of its patients. We will write a custom essay sample on Leadership in Healthcare or any similar topic only for you Order Now Their various initiatives in terms of investment are aimed at better healthcare for their patients. The focus of this assignment is on the leadership programme conducted by Bupa in â€Å"Caring for elder people† Bupa, through its network of residential hospitals, retirement homes nursing homes in the UK, Australia, Spain and New Zealand takes care of thousands of elder patients. Over a period of time with increase in experience they have identified lacunas in their processes and reached a maturity to excel in innovation and development of care facilities for the elderly. With collaborations with researchers, expert partners and academics they aim to find innovative ways to improve their services With the society at large being dominated by ageing individuals, it introduces the healthcare domain with new challenges to address. It is more prevalent in developed countries which have a strong healthcare system to support individuals during their more productive phase in life thus improving their life expectancy. Globally speaking, it is estimated in the next two decades that there would be about twice the percentage of elders in the UK as compared to today, while individuals who have completed their centenary would be 4 times as compared to today. In Australia, the numbers are expected to increase from the current 0. 2 million to an estimated 0. 5 million in the next two decades. A more similar trend is predicted in New Zealand whereby the current count is estimated to be doubled in the next three decades.. The programme aims at trying to profile care home population, support initiatives to garner funds, target improvement of healthcare aspects and a aim at the greater good for improving the standard of living of the elderly. The programme was conducted under the able leadership of Mark Ellerby, Managing Director, Bupa Care Services and Dr. Clive Bowman, Medical Director, Bupa Care Services. Interactive Model of Leadership Response from people today in a corporate team based culture is largely influenced by the behaviour of their leaders. People like if their leaders are with them rather then above them, which gives them a feeling on belonging in the team and not a slave to the system. This calls for an innovative and lateral shift in the thinking behaviour on part of the leaders to be effective in their workplace. The interactive leadership development program helps leaders learn to effectively make that shift excel as team players. The program offers a new lease of life and offers an opportunity for to be leaders to benchmark their skills against the best practises from around the world which is supported and well documented through a world class study of ore than three decades. The intent of the program is to make candidates test their inner skills and coach themselves against external actions. It provokes them to improve upon their competencies and be better leaders to achieve higher performance with results which have a long lasting impression. The research on interactive leadership has been conducted by founder David H. Burnham and Harvard psychologist Dr. David C. McClelland basis which they have observed the way leaders behave and most importantly how they think in the most critical of situations. The focus of the program is to inculcate a thought process to be able to engage with individuals and groups, improve the emotional intelligence and have a dedicated focus on results. Let’s now focus on applying the model to the leadership programme at Bupa Care Services. The primary premise on which the interactive leadership works is: Thoughts drive Actions to create Outcomes. Participants are given the opportunity to work through simulations, perform exercises and activities in each of the critical areas in order to: Experience and evaluate how their present thinking will help them drive outcomes in future ? Develop and invest in specific goals which would prepare them for any future change ? Identify the key areas that need development and have conscious thought process to achieve them ? Learn the nuances to make the change(s) happen. Measure to Analyse Leadership Skills 1 Introduction Leaders are aware of change and it is obvious to them that they need to adapt to the chan ge as individuals as well as a group and the industry at large. But considering today’s uncertain and complicated work culture, the importance lies in understanding the importance of leadership skills. The entire healthcare domain for years have been operating in a dynamic world with changes impacting everyone including insurance companies, healthcare providers, device firms and pharmaceutical to a great extent. The industry has been boosted by the advent of technology, newer improved means of care, a more dynamic business model. Regulatory authority and ethical issues add to the existing woes of the healthcare industry. With such complexities, organisations find it cumbersome to identify the leadership talent which can help them set direction, gain commitment from employees as well as from partners and drive high quality care for the patients. With a volatile environment, the healthcare sector is looming large on drastic changes ahead in time and at the present moment; it is already amidst a phase of rapid change. This demands high levels of expertise in technology and thorough bred professionals with good leadership skills to be able to swim in the rough waters. The other problem for the healthcare domain is that it is extremely difficult for them to classify their challenges since these are multi dimensional and of a complex nature. You read "Leadership in Healthcare" in category "Essay examples" In order to address these challenges, common strategies and processes have to be developed which would enable the organization to achieve high performance. It is the need of the hour and even a need for Bupa Care Services. 2 Critical Factors 1. Improve the ability to lead subordinates and work in groups. Leaders should be able to collaborate and should be capable of creating a culture to influence participation from all members in the group. It is also important for leaders to be able to deal with problem subordinates. 2. Create strategies to provide current and future leaders broad holistic view. In order to have a holistic view, leaders are expected to have some critical qualities like self awareness, career management and functional know how. A majority of the leaders today have been found wanting in these critical areas. Such limitations are expected to be overcome through continuous training and development, feedback sharing, coaching and succession planning. 3. Leaders possess important strengths. They are well equipped to handle change and have the ability to achieve the end results. They possess some key additional qualities like cool composure, quick learning capability and clarity in thought process. Such qualities inherited by leaders provide enough proof that the healthcare leaders are a capable bunch of individuals who are assets to the industry. 3 Identifying Leadership Gaps Like in every exercise which involves comparison of two levels of attributes in any individual, there would always be some gaps in the expected level and actual level. With leadership this disparity can be arrived by the difference in current skills to expected skills. With this understanding, organizations can come up with powerful strategies to build a capable pool of able leaders. The process of identifying gaps leads us to the characterizing certain attributes which are important for leadership skills and certain factors that are termed as derailment factors. Important Factors 1. Resourcefulness. Possesses multiple qualities such as good decision making under pressure, setting up intricate systems, analytical thinking, flexible behaviour and problem solving skills. Gets along with seniors and has the capability to deal with higher management responsibilities. 2. Result Oriented. Has the capability to get things done by carefully investing in ideas and thrives to overcome hindrances with a dedicated focus. Can stand up and take responsibility to handle tasks individually and at the same time is open to learn from others to accomplish the task. 3. Quick Learner. Has the capability to quickly assimilate business and technical know-how. 4. Decisive. Always looks for prompt and precise solutions to any of the management problems which otherwise would be slow and sluggish. . Leading Subordinates. Strong delegation powers and provides opportunities to budding subordinates to show case their talents. Always on the look out for fresh talent for hiring. Has an unbiased approach towards his subordinates. 6. Handling Problem Subordinates. Tries to understand the problem subordinate and only after proper evaluation decides to act upon a problem employee. Sh ows enough fairness and is unbiased with problem employees. 7. Encourages participation. Is a good listener and takes everyone’s opinion before arriving at a decision. 8. Handles change. Is always expecting changes and is ready to adapt. Also, takes efforts to overcome any resistance from his other subordinates with a view that the change has its benefits in the long run. 9. Build relationships. Capable of building and maintain good relations with subordinates and external parties. Masters the skills of negotiation without hurting any of the subordinate sentiments. 10. Compassionate and Sensitive. Genuinely interested in solving others problems and is sensitivity to employees’ needs. 11. Composure. Does not get into blame game over a mistake committed by anyone in the team. Handles the problem calmly and looks at solving the same quickly. 12. Personal Life. Strikes a balance between his working commitment and personal life. Neither of them is ever side tracked. 13. Self-Awareness. Knows his strengths and weaknesses and has the willingness to improve. 14. Puts people at ease. Displays the right amount of warmth to people and has a good sense of humour. Having a good sense of humour is not at the expense of hurting subordinates sentiments. 15. Manages his career. Remains focussed towards building this career through continuous investing in training, coaching and feedback. Derailment Factors 1. Interpersonal Relationships. Finds it difficult to get along with subordinates which indirectly impact his work. 2. Building and Leading a Team. Finds it difficult to build and lead a team. 3. Manage change. He is not able to manage change. Finds it difficult to adapt to change and inherently shows resistance to change. 4. Fails to achieve goals. Finds it difficult to keep up with his commitments and fails to meet business objectives. 5. Narrow thinking. Does not get into details and fails to have a holistic view. 4 Closing the gaps To close the leadership gap in the areas identified, organizations and individual leaders will need a solid understanding of the skills and behaviours required to be effective in each area. Here, is the starting point for understanding five areas that healthcare leaders and organizations should emphasize: 1. Leading employees. This requires a leader to be self aware and have strong interpersonal skills. They need to invest in creating and building a team. They provide ample opportunities and challenges to their subordinates which is followed up with continuous guidance and coaching. They look at being mentors to future leaders. . Encourage participation. A leader should look at getting his teams involved, build a consensus and have a concurrent decision with everyone’s strong participation. Should be able to communicate well and also be a good listener in order to be able to get the best out of his team members. Looks at multiple perspectives before arriving at a decision. 3. Relationship Management. A leader should look at building relationships with his subordinates and also be fair in handling these relationships. He should be able to relate to all kinds of people and easily gain support and respect of peers, senior management and customers. . Self-Awareness. Be aware of ones strengths and weaknesses. Some one who is aware of his own being will always seek feedback from others and try to improve him continuously. He would be open enough to admit his mistakes and self correct himself. 5. Organizational perspective. A leader should have a broad and holistic organizational view. If the thinking is narrow then it would hurt the team was well as the organization in the long term. Should be capable enough to handle the tactical and technical points required to manage his work. Nature of Motivation, Satisfaction Performance Motivation is something that makes people performs better. However, not everyone gets motivated by the same things: Someone who is motivated might be satisfied and would perform better by getting additional responsibilities, whereas someone would gets some flexibility in his working style might get motivated to perform better. It merely means that motivation to every individual might mean differently and his response to it would also differ. The various initiatives take at Bupa Care Services to contribute to the overall success of the leadership programme are listed below 1. Clinical Leadership: Director of mental and physical disability care, Dr Graham Stokes, is responsible for driving forward the quality and scope of care for people living with mental and physical disability in Bupa’s care homes in the UK, Australia, Spain and New Zealand. 2. Fund Raising: Bupa is continuing their successful partnership with Alzheimer’s Society in England and Wales, and Alzheimer Scotland for the Bupa Great Run Series. They managed to raise close to ? 1 million in 2009, which is evidence of the shared commitment to continue to raise awareness of mental and physical disability. Bupa has sponsored the Great Run Series for 17 years, making it one of the longest-running sporting partnerships in the UK. 3. Boosting Research: Alzheimer’s Society and the Bupa Foundation have formed a partnership to pioneer and boost research into physical mental disability and its causes. They jointly launched a ? 1. 5 million fund to support research into the cause, cure, care, and prevention of physical mental disabilities. Task Orientation among Teams Every organization wants to have a well collaborated team which can provide results effectively. There are many factors which would define a team’s success but the key factor being a leader’s vision and control over his team. Leaders have to be a mix of task and team orientation. This capability to leverage on both orientations enhances the ability build trust, create stability, and bring effectiveness among the team. The various task orientation initiatives taken at Bupa Care Services are listed below. 1. Pioneering Champions: Alzheimer’s Society and Bupa have joined together to launch the first ever physical mental disability Champions programme across 190 Bupa specialist care communities in the UK. The programme aims to develop in-house bred leaders to combat physical mental disability care in their place of work and has been successfully piloted in Bupa care homes. By changing the culture, the physical mental disabilities champions aim to further improve quality of care and quality of life for people with physical mental disability. 2. Supporting careers in their own communities: Bupa’s partnership with the charity for physical mental disability aims to build capacity by developing new Admiral Nurse Posts in communities not served by this specialist nursing discipline. Physical mental disability Pioneers’ are appointed to selected areas to spearhead development plans. The work of the Admiral Nurse in helping families and those living with physical mental disability is well proven. Admiral Nurses have a significant role in helping families cope with the difficulties faced through their journey with physical mental disability. Nature of group group developm ent There are four distinct stages that a group passes through as it comes together and starts to operate. The process can be known to all, but an understanding of the stages can help everyone attain effectiveness more quickly. . Forming: Being humans, everyone thrives to be accepted in their groups and also looks to avoid getting into conflicts. Everyone has a part to play in the entire jigsaw puzzle and thus they avoid getting into issues and hurting others feeling. But they have to accomplice their task by being in touch with their sub ordinates in order to achieve the results. 2. Storming: Every group has Individuals with varied natures. Some have a high degree of patience while some just get annoyed at everything. Similarly there is a threshold to everyone’s patience which eventually might lead to minor disputes or confrontations. These might be related or totally unrelated to work. 3. Norming: As we progress from the storming stage, the group matures and starts understanding their roles and responsibilities. These become more clear and each one agrees to follow the same. They start understanding each other better having gone through the grind during the storming stage. This eventually would lead to forming a cohesive unit which is capable of achieving the desired results. 4. Performing: Reaching this stage for any group is an achievement as not many groups reach this stage. Having attained this stage signifies that the group is highly collaborative and works as a cohesive unit. The group possesses high morale and has created a identity for itself which reflects through their loyalty for each of the members. Leading Virtual teams The last couple of decades have seen rapid globalisation which has also made an impact on the healthcare domain. Challenges have come up with leaders expected to manage teams which are geographically diverse in terms in distances and time zones and not being co located. The problems however with managing virtual teams especially in the healthcare domain has not received enough importance the world over. 1 Creating the Virtual Team With the above problem statement, leaders today have an inherent wish to be able to select team members based on their ability to work in virtual teams. However, in the healthcare domain, this is not an option which is readily available since there are very limited options available when it comes to having the right skill sets. The choices are therefore made as far as ossible; collate team members who have experience in virtual teamwork, rest of the parameters remaining same. 1. Discovering Commonalities: It is a difficult task to find commonalities within virtual teams as it is very much possible that the team leader has never met all members face to face and thus does not have enough data points to gauge them on a level scale. Extra efforts have to be taken by the leaders to Identify commonalities between people to actua lly arrive at trying to group similar minded or similar skilled team members together. . Creating Trust: Trust and respect cannot be commanded, it is almost always earned from the members of a team that trust each other and will go far in working together as a team. It is important to make every member valued and appreciated. Everyone should be given the opportunity to voice their opinion and all opinions need to be heard. 3. Understanding team dynamics: Within virtual teams, there are no visual or physical cues and thus it makes it challenging for the leader to understand the team dynamics. The likes and dislikes of the team members are also difficult to assimilate since the communication most of the times would be on phone or emails. 4. Team member interaction: An important component of virtual teams else would be difficult to handle such diverse user groups. Working virtually sometimes has its limitations that some of the team members might get missed out in the communications and which would be harmful for the team as a whole. It is sometimes observed than one member gets invited to fewer and fewer meetings and suddenly one is a non-entity on the team. Now imagine this happening with multiple team members. 5. Communication: With virtual teams, there are various ways in which the communication happens – phone, phone conference, video conference, email, internet, chat rooms and IM. The leaders have to be well conversed with all these medias and should decide on the right channel when communicating with the members of the virtual team. Conclusion Hoping to get immediate results, healthcare organizations cannot be investing in too many leadership programmes especially in the uncertain times. Therefore, it is important for the team to be conservative when it comes to making such decisions. Yet, it should be noted that leadership talent and technical expertise are necessary to meet the population’s healthcare needs, manage operations and find innovative and effective solutions to complex challenges. Good leadership initiatives, then, are essential for success. To start with, healthcare organizations have the opportunity to re-assess their organizational leadership capabilities and begin focused efforts to develop leaders and create a culture of collaboration. References Ellerby, Mark and Dr. Bowman, Clive, Bupa Care Services, 2011, â€Å"Healthcare leadership in caring for older people† CCL Report Jun, 2010. â€Å"Addressing the Leadership Gap in Healthcare† retrieved on 29th September 2012 from â€Å"Group Dynamics: Basic Nature of Groups and How They Develop† retrieved on 29th September 2012 from http://managementhelp. org/groups/dynamics-theories. htm â€Å"Stages of Group Development† retrieved on 29th September 2012 from â€Å"InterActive Leadership†, Burnham Rosen Group retrieved on 29th September 2012 from How to cite Leadership in Healthcare, Essay examples

Thursday, December 5, 2019

Professional Business Project Employees on Organisation

Question: Describe about the Professional Business Project for Employees on Organisation. Answer: Introduction: Employees are always been considered as the integral parts of the organization. The success of a business is highly dependent on the performance of every employee at the workplace. In order to provide an effective service to the organization, employees need motivation from the organizational managers or the employers. This particular study provides a deep insight regarding numerous motivational approaches that the business managers can use for encouraging the spirit of the employees. By using various approaches of motivation, organizational managers intend to maintain a good communication with the employees. Keeping an effective communication with the employees is one of the major ways maintaining employee relation at the workplace. While working within the organization an employees key focus remains customer centric. Providing a systematic service to the customers for satisfying their demands is the primary mission and vision of every business organization. Employees being an integrate part of the business organization try their best to provide the best services to the employees. However, an immense co-operation and support is needed on behalf of the managers as well as employees for getting satisfactory services from the employees. However, in this particular study an in-depth analysis has been developed regarding the importance of motivational approaches, various factors affecting motivations to the employees and the impact of motivational approaches and so on. The concept of motivational approach along with motivational theory Employee motivation is a process or a commitment that an existing worker gets from the organizational managers, leaders or the employers in order to reach the business goal. Before involving a particular employee within a specific project, the managers need to provide support and co-operation so that employees get enough enthusiasm from them. Appelbaum, (2013) stated that most of the business organization tends follow motivational theory within their organization so that both the employers and the employees can be force to maintain this value. As per Herzbergs Hygiene factors theory, motivation comes from the spirit. Spirit and demonization are two contradictory factors. In order to maintain the spirit and courage at the workplace, the de-motivating factors should be left (Bell, 2013). Employees should have that capability to overcome any kind of temporary barriers, be it organizational or external. On the other hand, Maslows Hierarchy of needs is considered as one of the most effective human motivational theories that implies the needs of human being is constituted with five motivational factors. These include self-actualization, esteem, love, safety and psychology. Self-actualization believes that an individual person should have the efficiency to accept the reality and to solve any kind of problems at various difficulties (Cherian Jacob, 2013). Esteem implies that a person should respect others feelings in order to get that respect from others. Love indicates a bonding among the organizational employees while working at the same place. Employees should have a feeling of security at that places where they are working. Psychology is otherwise named as mentality. People of various cultures and background are associated with an organization (Chiang Hsieh, 2012). Their mentality may not understand each others feeling. Therefore, Maslow suggests that employee should maintain unit y at the workplace so that managers get the opportunity to take a collective decision. These four factors are primarily responsible for motivating an individual employee at the workplace. Figure 1: Hierarchy of need (Source: Cho Perry, 2012) Importance of motivational approach to the employees Motivational approaches are highly effective on the performance of the employees. Some of the major importance of motivational approaches is as follows: Improves the level of performance: Graves, Sarkis Zhu, (2013) stated that employees sometimes being skillful and competent in their own field fail to perform well at the workplace due to the lack of spirit and motivation. Therefore, ability along with willingness renders good performance. In order to get an effective performance from the employees, motivational approaches is one of the major ways, based on which the employees can perform well. Changes indifferent or negative attitudes of the employees: People of various psychology and attitude belong to an organization. They consider that providing extra effort for the success of an organization is meaningless. In this kind of situation, the responsibility of thee managers are to convince those employee how organization facilitates them for their additional efforts (Hau et al., 2013). For an example, if an individual is ready to provide additional service for the organization, this person is rewarded. This particular reward acts as a motivation for this individual that is able to remove negative attitudes from the mind of the employees. Reduce the employee turnover: Motivation reduces the percentage of employee turnover. With the changing demand of the customers as well as thee employers, employees become frustrated to survive in the tedious workplace. In this kind of situation, those employees tend to take many drastic steps. Jiang et al., (2012) opined that turnover is considered as one of those steps. Therefore implementing employee motivational approaches within the process of business is one of the most effective ways of reducing employee turnover. The company can provide necessary facilities and benefits to the employees so that they get tempted to work under the work environment of this organization. Figure 2: Importance of motivational approaches (Source: Kehoe Wright, 2013) The approaches of increasing motivation Several approaches or techniques of increasing employee motivation are as follows: Creating a positive work environment: The management should always maintain a positive work environment within the business organization. Positive environment can be created with the help of sharing ideas, encouraging the spirit of teamwork, prohibiting any kind of dispute at the workplace and so on. Managers have to take the responsibility for maintaining these kinds of positive environment at the workplace. In addition, sharing views also helps the managers to take any collective decision at the emergency time. Using participative leadership style for setting a particular goal: Khan et al., (2012) stated that participative leadership style at the workplace encourages the employees for providing their best services towards the organization. With the help of participative leadership style, both the employees and the managers can participate equally for setting a business goal. Managers do not intend to impose their decision on the employees. As a result, employees feel glad to share their opinion regarding the betterment of business process. Therefore, participative leadership style is always fruitful for motivating the employees. Figure 3: Different approaches of employee motivation (Source: Larkin, Pierce Gino, 2012) Factors affecting employee motivation It is also undeniable that some of the major factors highly affects the motivation and spirit of the employees. Due to those factors, the business growth and success are affected as well. The factors are as follows: Implementation of autocratic leadership style at the workplace: With the help of autocratic leadership style managers intend to impose their decision on the employees. As a result, employees do not get enough opportunities to share their point of views regarding the business goal (Leblebici, 2012). In this kind of situation, employees get de-motivated to perform well as their decision is of no value. Therefore, the organization should follow democratic leadership at the workplace so that the employees get motivation in order to put their best effort for the organization. Ineffective communication between managers and the employees: Sometimes managers do not intend to maintain an effective communication with the employees. The employees as a result hesitate to share any kind of problem regarding their job profile. This kind of relation renders a distance between managers and the employees. In order to overcome this static situation, organizational managers should arrange a face-to-face communication at least once in a weak where the employees would like to disclose their heart about any kind of problem inside the organization. As a result, the interpersonal relation between the managers and the employees would be stronger automatically. Lack of implementation in regulations and acts at the workplace: In order to run an organization successfully, the authority has to follow some of the major regulations and acts at the workplace. These include data protection act, right to information act, health and safety act, anti-discrimination act and so on. With the help of those acts and regulations both the employees and the employers can avoid legal issues. If a business organization shows their reluctance to follow these necessary acts and regulations at the workplace, the employees do not want to involve within the service process of this particular company. Lee Ok, (2012) stated that security is necessary in order to provide good performance to an organization. Lack of security loses the level of confidence to the employees. Figure 4: Factors affecting employee motivation (Source: Manzoor, 2012) Impact of employee motivation on the performance of the employees Corporate performance as well as the revenue growth is highly challenging for a business industry. Employees have a major contribution for rendering the sufficient revenue from various sources. However, motivational approaches are one of the most effective factors based on which organizational employees can perform well. The positive impacts of employee motivation are as follows: Increasing productivity: If the employees get immense motivation and support from their leaders or manager, they get enthusiasm for performing well towards products or services. With the help of democratic leadership style, organizational leaders give enough opportunities to the employees for sharing their point of views regarding the business goal. Therefore, being encouraged, the employees tend to provide effective services for increasing their productivity. the productivity of an individual employee. On the other hand, the effect of employee motivation is not devoid of some of its major negative effects as well. These are as follows: Employee turnover: Due to the lack of healthy environment at the workplace, employees lose their confidence to survive within the workplace. They get de-motivated to provide an effective service to the customers. As a result, turnover becomes the ultimate solution. Employee turnover is the indirect cause of organizational disaster. Organization would fail to maintain sustainability if the employees cannot survive for a long time. The success of a business organization is highly dependent on the performance of experienced employees. Dishonesty: If an individual within the organization gets tempted and provoked in the name of motivation, this particular employee becomes harmful for the company in future. Providing a good service to the customers is not the primary concern for those employees. Their only concern is self-satisfaction. These kinds of employees are truly poisonous for meeting future organizational goal. Conceptual framework: Figure 5: Conceptual framework Source: Created by author Outline of the methodology: Research methodology is a systematic process based on which the entire process of research is accomplished systematically. This particular process helps to collect sufficient data and information regarding the research issue (Rajhans, 2012). This particular study has focused to deal with the importance of motivational approaches to enhance the performance level of employees. In order to gather sufficient data and information, some relevant research methodology can be used such as appropriate research philosophy, research approach, research design and various data collection methods and techniques. In order to know different techniques of motivational approaches post positivism philosophy has been used for this particular purpose. Positivists believe that observation is repeatable and a phenomenon is isolated (Skudiene Auruskeviciene, 2012). This particular philosophy is very much fruitful for gathering necessary data regarding the research issue. In addition, for this particular research, deductive approach has been effectively used due to the several reasons. Deductive approach is completely based on case study. With the help of deductive approach, a case study regarding the effectiveness of motivational approach has been made. Management of data collection (statistical, demographical and visual) Data collection procedure is one of the most systematic ways of gathering relevant data and information with the help of various sources. Data collection procedure is constituted with two types primarily that include primary data collection method and secondary data collection method (Wright, Moynihan Pandey, 2012). In this particular study, data has been gathered with the help of secondary source of data collection procedure. Three primary types of data has been used in this study that includes statistical data collection, demographic data collection and visual data collection. Statistical data collection method is constituted with four types including textual method, tabular method, semi tabular method and graphical method (Yeh-Yun Lin Liu, 2012). In textual method, the reader generally intends to gather information by gathering data from various textbooks. Tabular semi tabular method is based on orderly presentation presenting through various columns and rows. Graphical data method helps to provide information through various graphical representations. Demographic data is based on a particular region within a specific population. Sampling techniques have been used at the time of collecting demographic data. Sampling is constituted with two types including probability sampling technique and non-probability sampling technique method. Visual data collection method is based on the power of observation of the data analysis from various authentic sources. This particular study has focused to concentrate on probability sampling method. With the help of probability sampling method, a random sampling technique has been used in order to collect data and information from various resources. This particular study has focused to highlight the motivational approaches of some of the renowned companies of Australia among which B2M Solution is most prominent (Yidong Xinxin, 2013). As already stated, secondary analysis is the key concern for this particular study. Secondary data analysis is primarily constituted with four types including thematic an alysis, case study analysis, observation analysis and finally focus group analysis. This particular study has decided to use observation analysis due to several reasons. With the help of observation analysis, an in-depth critical analysis regarding the importance of motivational approaches has been pointed out based on four journals. Ethical consideration Before conducting any research regarding a particular topic, ethical consideration is one of the integral parts. The application on new motivational approach is the concerned topic based on which the importance of motivation for increasing the productivity of an employee has been evaluated. While collecting relevant data and information regarding a particular topic some of the major ethics and values should definitely be maintained. For an example, the participants should not be forced in order to provide any important data for the research. The co-operation should be spontaneous. This particular research is possessed with secondary data sources. Therefore, the books or journals or magazines from where data has been collected should be authentic and reliability. These specific values and ethics should strictly be maintained at the time of data collection. Conclusion The entire study has provided an in-depth understanding about the application on new motivational approach towards the performance of organizational employees. 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