1
Running head: CULTURAL DIVERSITY
4
Running head: CULTURAL DIVERSITY
8
Running head: CULTURAL DIVERSITY
Cultural Diversity
LaTosha Thomas
Grand Canyon University
11/19/2017
Instructor: Chavarria
Cultural Diversity
In everyday life individuals can not overlook other cultures as if it does not matter. Most individuals wish that they all can be alike to avoid the way others may act towards them. Changing for the best is to encourage individuals that it is time for a change for everyone of all cultures throughout the world. A person may encounter cultural diversity everywhere they may go such as hospitals, schools, or stores but to make a difference one must understand culture, act as an alliance against racism, and form organizations for diverse groups to be able to stand together (ctb.ku.edu, 2017). Comment by Massey, Jennifer: What is the barrier in regards to cultural diversity in healthcare?
A proposed solution is letting individuals open on how they can overcome culture diversity even if it takes having group talks every week, letting individuals know that not just themselves feel down by the way others treat them and this should be a wakeup call for the ones that have been in this position before because it does matter if a person is Caucasian, African-American, Latino, or any color culture diversity should not be tolerated on the job. Individuals of any race allows us to have a job every day. Group talks, counseling for ones that keep having trouble, one on one reviews, and drop boxes on anything that a person may be feeling (Axner, 1993). Comment by Massey, Jennifer: Is this the evaluation plan? There should also be headers to separate the different sections.\ Comment by Massey, Jennifer: Comment by Massey, Jennifer:
The initiated outcome for this barrier would be making sure that individuals of any culture would feel comfortable during their visit at the hospital, around a physician or nurse. What humans failed to understand is that we all had to learn how to talk and write so there is not a difference with individuals of any culture. Managers of all organizations need to make sure that their facility is free of culture diversity due to lawsuits (Axner, 1993).
The organizational resources are always needed to implement and maintain the change of plan. Such resources may include the health centers, voluntary guidance and counseling centers, guidance, and counseling centers. The change of management involves the consideration of success factors and the objectives. The change management methodology has several factors of success such as sense of urgency must be established, increase the company’s capability for change, here company’s ought to be flexible to embrace change, the proper communication should be done from those evoking it to those affected, engaging all levels of leadership, and integration of management strategies with the change((Lim, Daugherty, & Haddad, 2013). Comment by Massey, Jennifer: Should have “a” b ...
81 Management – Marketing - Tourism THE IMPORT.docxtarifarmarie
81
Management – Marketing - Tourism
THE IMPORTANCE OF COMMUNICATION IN ORGANIZATIONAL CHANGE PROCESS
Ph.D Student Ramona Petrescu
University of Craiova
Faculty of Economics and Business Administration
Craiova, Romania
Abstract: Change is one of the "constants" of our world, and is universal;
in fact is a natural process. Therefore, the change might be seen as a
necessity, and moreover, as a process with potential of adaptation and
development for each person, organization, society, and one of the most
important factors that differentiate a well implemented change and a bad
implemented change are quality, quantity and adequacy of disclosure
made.
JEL classification: M21, O33
Key words: communication, change, change process, resistance to change, change
management
Introduction
Understanding the need for change implies, moreover, that further knowledge
management processes with older structures in the new conditions lead inevitably,
sooner or later, in situations critical to the organization.
Organizations are people within those organizations. People are giving the
identity of organizations. We tried to change organization, by changing structures and
processes, but in fact people had to change. With people replacement, will spend the
necessary changes in structures process.
“In successful change initiatives, the first step is to make sure that a sufficient
number of people acting fast enough - by adopting that strong behavior, which show
interest in opportunities and problems, which gives energy fellow, who wants to say:
“Let's do it”.
People engage in behavior change only when faced with a need for change. If
there is an adequate degree of necessity, a change of scale may come to look like
pushing a huge boulder to the top of a high mountain”26.
Resistance to change is an evasion behavior, fear and uncertainty, manifested in
organizational change, which occurs when an individual is not aware of clear objectives
and reasons for the transformation and when it feels threatened its status and financial
rewards.
Communication is a way of reducing resistance to change. Resistance may be
reduced by communicating with employees, helping them understand the need for
change. This method is effective when the main cause of resistance is lack of
information of individuals in the change process.
A real communication is not just a data transfer. We need to show people
26 Kotter J.P. , Cohen D.S. – Inima Schimbarii, 2008, p.25
82
Revista Tinerilor Economişti (The Young Economists Journal)
something to shatter the anxiety, to appease their anger, to be credible in a very deep
respect and give them confidence in the vision.
There are two statements that can be heard in one form or another in most change
projects. Staff affected by change will say that "there was not enough communication,
nobody told us anything" and the change t.
Running head MENTAL HEALTH AND WELFARE1MENTAL HEALTH AND WEL.docxtodd581
Running head: MENTAL HEALTH AND WELFARE 1
MENTAL HEALTH AND WELFARE 3
Mental health and welfare
Student’s Name
Institutional Affiliation
Introduction
The societal issue selected for the paper above would be drug abuse. Drug abuse has been a social issue affecting the masses over time. Young people tend to focus more on using these harmful drugs as the various surveys shows. Drug abuse is simply the habit of taking in substances that are harmful to the normal functioning of the body. The most commonly abused drugs would be alcohol and marijuana (Jones, Paulozzi, & Mack, 2014). The personal values associated with this societal issue would be self-awareness, self-respect and sobriety. Self-awareness is the state of acknowledging of oneself and taking care of oneself. Self-respect is acting with honor for oneself while sobriety is the state of staying sober for one’s best interest.How upholding these values might contribute to creating a society that supports the mental health and welfare of its members, remembering the broad conceptualization of mental health and human rights
Upholding personal values like self-respect, self-awareness and sobriety plays an important role in building the society (Wronka, 2008). The society is bounded by love and thus, these values create an environment that promotes togetherness as they also create awareness for the dangers of using harmful drugs. Self-awareness informs the society of the various risks that surround people if they don’t take care of themselves. Self-respect supplements self-awareness thereby promoting self-esteem within the society. How to work with individuals from different professions to address the issue
Participating in activities whose aim is to promote self-esteem among people because most of the ones that do drugs are mostly affected by psychological issues. Mobilizing the group members to inform the masses of the various risk factors that are more likely to bring about the issue; environmental, biological and physical factors present.
References
Jones, C. M., Paulozzi, L. J., & Mack, K. A. (2014). Alcohol involvement in opioid pain reliever and benzodiazepine drug abuse-related emergency department visits and drug-related deaths-United States, 2010. MMWR. Morbidity and mortality weekly report, 63(40), 881-885.
Wronka, J. (2008). Preface. Human rights and social justice: Social action and service for the helping and health professions (p. xix). Thousand Oaks, CA: Sage Publications.
Running head: THE ROLE OF CHANGE IN AN ORGANIZATION 1
THE ROLE OF CHANGE IN AN ORGANIZATION
The Role of Change in an Organization
Arroxxiccia Thomas
Walden University
The Role of Change in an Organization
Organizational change refers to the steering of an organization towards away from its current state and towards a desirable future state to enhance its effectiveness and efficiency. During the process of initiating change, managers should .
Running head MENTAL HEALTH AND WELFARE1MENTAL HEALTH AND WEL.docxglendar3
Running head: MENTAL HEALTH AND WELFARE 1
MENTAL HEALTH AND WELFARE 3
Mental health and welfare
Student’s Name
Institutional Affiliation
Introduction
The societal issue selected for the paper above would be drug abuse. Drug abuse has been a social issue affecting the masses over time. Young people tend to focus more on using these harmful drugs as the various surveys shows. Drug abuse is simply the habit of taking in substances that are harmful to the normal functioning of the body. The most commonly abused drugs would be alcohol and marijuana (Jones, Paulozzi, & Mack, 2014). The personal values associated with this societal issue would be self-awareness, self-respect and sobriety. Self-awareness is the state of acknowledging of oneself and taking care of oneself. Self-respect is acting with honor for oneself while sobriety is the state of staying sober for one’s best interest.How upholding these values might contribute to creating a society that supports the mental health and welfare of its members, remembering the broad conceptualization of mental health and human rights
Upholding personal values like self-respect, self-awareness and sobriety plays an important role in building the society (Wronka, 2008). The society is bounded by love and thus, these values create an environment that promotes togetherness as they also create awareness for the dangers of using harmful drugs. Self-awareness informs the society of the various risks that surround people if they don’t take care of themselves. Self-respect supplements self-awareness thereby promoting self-esteem within the society. How to work with individuals from different professions to address the issue
Participating in activities whose aim is to promote self-esteem among people because most of the ones that do drugs are mostly affected by psychological issues. Mobilizing the group members to inform the masses of the various risk factors that are more likely to bring about the issue; environmental, biological and physical factors present.
References
Jones, C. M., Paulozzi, L. J., & Mack, K. A. (2014). Alcohol involvement in opioid pain reliever and benzodiazepine drug abuse-related emergency department visits and drug-related deaths-United States, 2010. MMWR. Morbidity and mortality weekly report, 63(40), 881-885.
Wronka, J. (2008). Preface. Human rights and social justice: Social action and service for the helping and health professions (p. xix). Thousand Oaks, CA: Sage Publications.
Running head: THE ROLE OF CHANGE IN AN ORGANIZATION 1
THE ROLE OF CHANGE IN AN ORGANIZATION
The Role of Change in an Organization
Arroxxiccia Thomas
Walden University
The Role of Change in an Organization
Organizational change refers to the steering of an organization towards away from its current state and towards a desirable future state to enhance its effectiveness and efficiency. During the process of initiating change, managers should .
4 Internal Environmental Analysis and Competitive AdvantageTh.docxgilbertkpeters11344
4 Internal Environmental Analysis and Competitive Advantage
“The biggest problem with health care isn't with insurance or politics. It's that we're measuring the wrong things the wrong way.”
— ROBERT S. KAPLAN AND MICHAEL PORTER
Introductory Incident
Two-Way Communication and Competitive Advantage
Health care organizations are notorious for one-way communication. When communicating with patients and communities, health care organizations typically employ traditional techniques such as broadcast advertising, distribution of educational materials prepared for a variety of audiences, and similar methods.
A few organizations, however, have recognized the possibilities created by social media and understand that health is extremely personal and materials prepared for mass audiences rarely address the unique concerns of individual patients. Moreover, when patients must access the
127
128
health care system they are unprepared for the experience, lost in the confusion of the high-technology environment of health care, and grasping for information. Social media has done much to change this situation. Patients can easily communicate with people across the globe, share common experiences and fears, discover the personal experiences faced by others, and access all types of medical information.
Unfortunately, many health care organizations choose to use social media as just another means of one-way communication. In some cases most of the organization's posts are designed to promote the hospital or medical practice rather than address patient issues and concerns. A few organizations, recognizing this temptation, develop policies that “no more than a certain percentage” of posts can be used for promotion purposes. At Inova Health System an effort is made to ensure that 80–90 percent of its posts address patient health rather than promoting the System.
Inova has made serious attempts to use social media effectively. It has created Facebook communities in specific areas such as wellness, pediatric care, bariatric surgery, and so on. Attempts are made to encourage users to trust Inova as a supplier of valuable health information. Information can be shared about the System but only after trust is built and the interests of the organization are consistent with the interests of the communities.
It is essential to remember why social media is important. The goal is to connect with friends and build communities around common interests and to share information better and faster. Furthermore, communicating poorly is almost as bad as not communicating. The quality of posts is more important than the quantity. Because real-time communication is so exciting we frequently confuse social media overuse with proper use. Designing social media that is honest and transparent is the important determinant of how likely individuals are to follow and participate in an organization's communication efforts.
Some general recommendations for health care organizations to .
Organizational Change Consulting In unit one the discussio.docxalfred4lewis58146
Organizational Change Consulting
In unit one the discussion centered around the reinvention and culture of the
organization, the way business is conducted. This unit shifts the focus to what people
do by examining the role of an organizational development consultant, the diagnostic
process, and peoples’ resistance to change.
The OD Consultant
A change agent is a person or team responsible for beginning and maintaining a change
effort. Change agents may come from inside an organization, in which case they are
called internal consultants, or they may come from outside an organization, in which
case they are called external consultants. The role of the organizational development
(OD) consultant is to initiate, stimulate, and facilitate change. William Bridges
explains that things change but people transition (as cited in Montgomery, 2009). The
OD consultant is therefore concerned primarily with the people aspect of the change
events.
One of the basic roles of the consultant is to facilitate and teach the client how to
identify the problem, diagnose and solve the problem. This reduces the dependency of
the client on the consultant but also empowers the client and is associated with higher
corporate buy-in rates.
Clearly, OD consultants must have a number of skills in order to be successful. In
particular, consultants need to possess both leadership and management expertise. In a
leadership role, consultants should be able to facilitate rather than direct, keep
information flowing, and use multiple methods on a consistent basis.
Problem solving is another skill an effective consultant hones. He or she has to be able
to identify and focus on the next set of problems. Organizations and processes
experience flux, which often results in new and unanticipated problems, which cannot
be ignored. Inherent to the skill of problem solving, however, is valid diagnosis. So
how does an organizational consultant accurately decipher root problems?
The Diagnostic Process
The diagnosis is a two-fold process: an assessment of the variables, and a report on
possible corrective interventions. Diagnosis involves gathering data, interpreting the
data, identification of problem areas and options for solutions. Diagnostic tools consist
of interviews, surveys, instruments, observation and review of public records. To
many, diagnosis is the most important stage. Success or failure of change strategies is
dependent on several things but accurate diagnosis is critical. Failure to address the
root cause or intervening in processes that were previously fully functional is
inappropriate and costly change, but if the problem is properly diagnosed and the
intervention strategy appropriate, why can change still be so difficult for organizations
to enact smoothly?
Resistance to Change
Change is often problematic unless the cause and solution are readily transparent.
Generally speaking, change is.
81 Management – Marketing - Tourism THE IMPORT.docxtarifarmarie
81
Management – Marketing - Tourism
THE IMPORTANCE OF COMMUNICATION IN ORGANIZATIONAL CHANGE PROCESS
Ph.D Student Ramona Petrescu
University of Craiova
Faculty of Economics and Business Administration
Craiova, Romania
Abstract: Change is one of the "constants" of our world, and is universal;
in fact is a natural process. Therefore, the change might be seen as a
necessity, and moreover, as a process with potential of adaptation and
development for each person, organization, society, and one of the most
important factors that differentiate a well implemented change and a bad
implemented change are quality, quantity and adequacy of disclosure
made.
JEL classification: M21, O33
Key words: communication, change, change process, resistance to change, change
management
Introduction
Understanding the need for change implies, moreover, that further knowledge
management processes with older structures in the new conditions lead inevitably,
sooner or later, in situations critical to the organization.
Organizations are people within those organizations. People are giving the
identity of organizations. We tried to change organization, by changing structures and
processes, but in fact people had to change. With people replacement, will spend the
necessary changes in structures process.
“In successful change initiatives, the first step is to make sure that a sufficient
number of people acting fast enough - by adopting that strong behavior, which show
interest in opportunities and problems, which gives energy fellow, who wants to say:
“Let's do it”.
People engage in behavior change only when faced with a need for change. If
there is an adequate degree of necessity, a change of scale may come to look like
pushing a huge boulder to the top of a high mountain”26.
Resistance to change is an evasion behavior, fear and uncertainty, manifested in
organizational change, which occurs when an individual is not aware of clear objectives
and reasons for the transformation and when it feels threatened its status and financial
rewards.
Communication is a way of reducing resistance to change. Resistance may be
reduced by communicating with employees, helping them understand the need for
change. This method is effective when the main cause of resistance is lack of
information of individuals in the change process.
A real communication is not just a data transfer. We need to show people
26 Kotter J.P. , Cohen D.S. – Inima Schimbarii, 2008, p.25
82
Revista Tinerilor Economişti (The Young Economists Journal)
something to shatter the anxiety, to appease their anger, to be credible in a very deep
respect and give them confidence in the vision.
There are two statements that can be heard in one form or another in most change
projects. Staff affected by change will say that "there was not enough communication,
nobody told us anything" and the change t.
Running head MENTAL HEALTH AND WELFARE1MENTAL HEALTH AND WEL.docxtodd581
Running head: MENTAL HEALTH AND WELFARE 1
MENTAL HEALTH AND WELFARE 3
Mental health and welfare
Student’s Name
Institutional Affiliation
Introduction
The societal issue selected for the paper above would be drug abuse. Drug abuse has been a social issue affecting the masses over time. Young people tend to focus more on using these harmful drugs as the various surveys shows. Drug abuse is simply the habit of taking in substances that are harmful to the normal functioning of the body. The most commonly abused drugs would be alcohol and marijuana (Jones, Paulozzi, & Mack, 2014). The personal values associated with this societal issue would be self-awareness, self-respect and sobriety. Self-awareness is the state of acknowledging of oneself and taking care of oneself. Self-respect is acting with honor for oneself while sobriety is the state of staying sober for one’s best interest.How upholding these values might contribute to creating a society that supports the mental health and welfare of its members, remembering the broad conceptualization of mental health and human rights
Upholding personal values like self-respect, self-awareness and sobriety plays an important role in building the society (Wronka, 2008). The society is bounded by love and thus, these values create an environment that promotes togetherness as they also create awareness for the dangers of using harmful drugs. Self-awareness informs the society of the various risks that surround people if they don’t take care of themselves. Self-respect supplements self-awareness thereby promoting self-esteem within the society. How to work with individuals from different professions to address the issue
Participating in activities whose aim is to promote self-esteem among people because most of the ones that do drugs are mostly affected by psychological issues. Mobilizing the group members to inform the masses of the various risk factors that are more likely to bring about the issue; environmental, biological and physical factors present.
References
Jones, C. M., Paulozzi, L. J., & Mack, K. A. (2014). Alcohol involvement in opioid pain reliever and benzodiazepine drug abuse-related emergency department visits and drug-related deaths-United States, 2010. MMWR. Morbidity and mortality weekly report, 63(40), 881-885.
Wronka, J. (2008). Preface. Human rights and social justice: Social action and service for the helping and health professions (p. xix). Thousand Oaks, CA: Sage Publications.
Running head: THE ROLE OF CHANGE IN AN ORGANIZATION 1
THE ROLE OF CHANGE IN AN ORGANIZATION
The Role of Change in an Organization
Arroxxiccia Thomas
Walden University
The Role of Change in an Organization
Organizational change refers to the steering of an organization towards away from its current state and towards a desirable future state to enhance its effectiveness and efficiency. During the process of initiating change, managers should .
Running head MENTAL HEALTH AND WELFARE1MENTAL HEALTH AND WEL.docxglendar3
Running head: MENTAL HEALTH AND WELFARE 1
MENTAL HEALTH AND WELFARE 3
Mental health and welfare
Student’s Name
Institutional Affiliation
Introduction
The societal issue selected for the paper above would be drug abuse. Drug abuse has been a social issue affecting the masses over time. Young people tend to focus more on using these harmful drugs as the various surveys shows. Drug abuse is simply the habit of taking in substances that are harmful to the normal functioning of the body. The most commonly abused drugs would be alcohol and marijuana (Jones, Paulozzi, & Mack, 2014). The personal values associated with this societal issue would be self-awareness, self-respect and sobriety. Self-awareness is the state of acknowledging of oneself and taking care of oneself. Self-respect is acting with honor for oneself while sobriety is the state of staying sober for one’s best interest.How upholding these values might contribute to creating a society that supports the mental health and welfare of its members, remembering the broad conceptualization of mental health and human rights
Upholding personal values like self-respect, self-awareness and sobriety plays an important role in building the society (Wronka, 2008). The society is bounded by love and thus, these values create an environment that promotes togetherness as they also create awareness for the dangers of using harmful drugs. Self-awareness informs the society of the various risks that surround people if they don’t take care of themselves. Self-respect supplements self-awareness thereby promoting self-esteem within the society. How to work with individuals from different professions to address the issue
Participating in activities whose aim is to promote self-esteem among people because most of the ones that do drugs are mostly affected by psychological issues. Mobilizing the group members to inform the masses of the various risk factors that are more likely to bring about the issue; environmental, biological and physical factors present.
References
Jones, C. M., Paulozzi, L. J., & Mack, K. A. (2014). Alcohol involvement in opioid pain reliever and benzodiazepine drug abuse-related emergency department visits and drug-related deaths-United States, 2010. MMWR. Morbidity and mortality weekly report, 63(40), 881-885.
Wronka, J. (2008). Preface. Human rights and social justice: Social action and service for the helping and health professions (p. xix). Thousand Oaks, CA: Sage Publications.
Running head: THE ROLE OF CHANGE IN AN ORGANIZATION 1
THE ROLE OF CHANGE IN AN ORGANIZATION
The Role of Change in an Organization
Arroxxiccia Thomas
Walden University
The Role of Change in an Organization
Organizational change refers to the steering of an organization towards away from its current state and towards a desirable future state to enhance its effectiveness and efficiency. During the process of initiating change, managers should .
4 Internal Environmental Analysis and Competitive AdvantageTh.docxgilbertkpeters11344
4 Internal Environmental Analysis and Competitive Advantage
“The biggest problem with health care isn't with insurance or politics. It's that we're measuring the wrong things the wrong way.”
— ROBERT S. KAPLAN AND MICHAEL PORTER
Introductory Incident
Two-Way Communication and Competitive Advantage
Health care organizations are notorious for one-way communication. When communicating with patients and communities, health care organizations typically employ traditional techniques such as broadcast advertising, distribution of educational materials prepared for a variety of audiences, and similar methods.
A few organizations, however, have recognized the possibilities created by social media and understand that health is extremely personal and materials prepared for mass audiences rarely address the unique concerns of individual patients. Moreover, when patients must access the
127
128
health care system they are unprepared for the experience, lost in the confusion of the high-technology environment of health care, and grasping for information. Social media has done much to change this situation. Patients can easily communicate with people across the globe, share common experiences and fears, discover the personal experiences faced by others, and access all types of medical information.
Unfortunately, many health care organizations choose to use social media as just another means of one-way communication. In some cases most of the organization's posts are designed to promote the hospital or medical practice rather than address patient issues and concerns. A few organizations, recognizing this temptation, develop policies that “no more than a certain percentage” of posts can be used for promotion purposes. At Inova Health System an effort is made to ensure that 80–90 percent of its posts address patient health rather than promoting the System.
Inova has made serious attempts to use social media effectively. It has created Facebook communities in specific areas such as wellness, pediatric care, bariatric surgery, and so on. Attempts are made to encourage users to trust Inova as a supplier of valuable health information. Information can be shared about the System but only after trust is built and the interests of the organization are consistent with the interests of the communities.
It is essential to remember why social media is important. The goal is to connect with friends and build communities around common interests and to share information better and faster. Furthermore, communicating poorly is almost as bad as not communicating. The quality of posts is more important than the quantity. Because real-time communication is so exciting we frequently confuse social media overuse with proper use. Designing social media that is honest and transparent is the important determinant of how likely individuals are to follow and participate in an organization's communication efforts.
Some general recommendations for health care organizations to .
Organizational Change Consulting In unit one the discussio.docxalfred4lewis58146
Organizational Change Consulting
In unit one the discussion centered around the reinvention and culture of the
organization, the way business is conducted. This unit shifts the focus to what people
do by examining the role of an organizational development consultant, the diagnostic
process, and peoples’ resistance to change.
The OD Consultant
A change agent is a person or team responsible for beginning and maintaining a change
effort. Change agents may come from inside an organization, in which case they are
called internal consultants, or they may come from outside an organization, in which
case they are called external consultants. The role of the organizational development
(OD) consultant is to initiate, stimulate, and facilitate change. William Bridges
explains that things change but people transition (as cited in Montgomery, 2009). The
OD consultant is therefore concerned primarily with the people aspect of the change
events.
One of the basic roles of the consultant is to facilitate and teach the client how to
identify the problem, diagnose and solve the problem. This reduces the dependency of
the client on the consultant but also empowers the client and is associated with higher
corporate buy-in rates.
Clearly, OD consultants must have a number of skills in order to be successful. In
particular, consultants need to possess both leadership and management expertise. In a
leadership role, consultants should be able to facilitate rather than direct, keep
information flowing, and use multiple methods on a consistent basis.
Problem solving is another skill an effective consultant hones. He or she has to be able
to identify and focus on the next set of problems. Organizations and processes
experience flux, which often results in new and unanticipated problems, which cannot
be ignored. Inherent to the skill of problem solving, however, is valid diagnosis. So
how does an organizational consultant accurately decipher root problems?
The Diagnostic Process
The diagnosis is a two-fold process: an assessment of the variables, and a report on
possible corrective interventions. Diagnosis involves gathering data, interpreting the
data, identification of problem areas and options for solutions. Diagnostic tools consist
of interviews, surveys, instruments, observation and review of public records. To
many, diagnosis is the most important stage. Success or failure of change strategies is
dependent on several things but accurate diagnosis is critical. Failure to address the
root cause or intervening in processes that were previously fully functional is
inappropriate and costly change, but if the problem is properly diagnosed and the
intervention strategy appropriate, why can change still be so difficult for organizations
to enact smoothly?
Resistance to Change
Change is often problematic unless the cause and solution are readily transparent.
Generally speaking, change is.
Running Head RESEACH PAPER1SOCIAL MARKETING CAMPAIGNS45.docxtoltonkendal
Running Head: RESEACH PAPER 1
SOCIAL MARKETING CAMPAIGNS 4
5
Plan to Address Health Issue
Name
Institutional Affiliation
Date
Introduction
Evidence-based practice refers to the integration of clinical expertise, research evidence, and application of patient values during the process of making decisions for the care of clients and patients. The practices have been tested and studied comprehensively to ensure that they are conscientious and explicit for the provision of the best care to the patients (Baker & Tickle-Degnen 2014). In the case of the two previously exposed campaigns, project action and teens stopping AIDS in Sacramento there is need to assess the strategies put forward and evaluate whether they are in line with evidence-based practice.
A comparison and contrast of the campaign strategies with evidence-based practice
The strategies which were employed by the two campaigns have some similarity as well as differences in different perspectives. The campaign strategies were divided into phases which are similar to the evidence-based practice. For example, in teens stopping Aids campaign, the first phase is to describe the problem which had led to the conduction of the campaign (Fisher et al., 2014). Similarly, in evidence-based practice, the first thing which is done is to ask a question which provides the problem of the patient or client. Other similar phases include evaluation, planning, and selection of the best interventions.
On the other hand, there is some difference between the campaign's strategies and evidence based care. The two campaigns are employing a group of people who are involved in decision making who represent many groups in the population of interest. However, the nurse for example in evidence-based care is the one who uses their expertise and refers to the documented scientific evidence and then decide what is best for the patient but of course in collaboration with the patients who are being cared for (Rundle, 2014).
Adoption, implementation, and maintenance of the strategies proposed
Prevention of Aids transmission is not a simple task and therefore comprehensive and suitable strategies needed to be adopted, implemented and ensure that they remain active and in use in preventing further cases of infection. The primary focus strategy of the two campaigns was behavioral change. This aspect is supreme in determining whether the policies proposed will be adopted, implemented and maintained in the community or not (Kalichman, 2014).
Through heavy campaigning, the aim was to provide information about the disease, reduce stigma, enhance the accessibility of services, delaying the first onset of sex, reducing the number of sexual partners among others all of which are part of the behavior that needed to be changed. Other than that, provision of comprehensive information was vital to ensuring that the strategies were adopted and maintained by the community (Cordner, 2014). This was done by making ...
Strategic Public Sector Governance The Critical Role of Comm.pdfabhijitakolkar1
Strategic Public Sector Governance
The Critical Role of Communication for Change Management Sponsors Change management
sponsors are the executives or senior leaders with authority to drive change forward in an
organization. Active and visible sponsorship tops the list of key contributors to successful change
initiatives. A global leader in change management, Prosci has studied these contributors in all 11
editions of its Best Practices in Change Management report, and sponsorship came out on top in
every single one. Sponsorship is so important that it beat out the second contributor (a structured
change management approach) by a 4:1 margin in the most recent report. We cannot overstate
the role change management sponsors play in effectively managing change in organizations. They
are responsible for building support, enlisting help from other leaders and motivating change
participants. Purposeful and consistent communication is the tool sponsors must use to provide
context for the change and bring employees on board. Employees and leaders are far more likely
to engage in a change when they understand what it means to them and why its necessary.
Ineffective sponsors often rush through change, failing to facilitate understanding and build
support through frequent and clear communication. Communication considerations for change
management sponsors The purpose of employing communication as one of the key areas of
change management is to disseminate information to the intended group of people. There are
many forms of communication channels available within an organization including employee
portals, newsletters, emails, static and non-static media as well as face to face communications.
Many organization misunderstood the change communication as a process of mediating instead of
intermediating. To have effective communication, information needs to be interpreted and
reinterpret them into ideas and processes that are easy to understand, thus applying the mediating
technique. While using the communication channels, its best to incorporate latest technologies
albeit social network and video conferencing to enhance outreach to employees. However,
although it is the management's decision to establish any means of communication channels
deemed effective, one must avoid a typical top-down and one way conduits approach while using
these communication facilities to avoid a breakdown in communication. Communication helps
change management sponsors explain the vision for the change to create necessary buy-in.
Sponsors that adopt the following communication practices can better articulate the why, what and
so what of the change, increasing the chances that employees will understand and activate the
behaviors needed for success. 1. Communicate the why People, by nature, are resistant to
change. They first need convincing that the change is important and worth the energy it will take to
implement it. Beehives change model of choice, identifies 2. Awareness as th.
Deanna BuchananSouthern New Hampshire UniversityCommunicatLinaCovington707
Deanna Buchanan
Southern New Hampshire University
Communication Strategy to Influence Change
Communication Strategy to Influence Change
A communication strategy sets the direction that guides an intervention to achieve the desired change. It allows partners and stakeholders to provide input and agree on the best way forward alongside having a map that can be referred to at the various stages of the intervention implementation. The participation of all stakeholders involved in the change process is essential to ensure a common understanding of the change's contents, obtain feedback, and obtain a commitment to the change process. Without an effective communication plan, the change initiative may not go beyond the inception stage. This paper will identify and recommend effective communication strategies and illustrate how they support change across institutions.
Communication Strategies Used to Influence and Manage Change
An effective communication strategy keeps all stakeholders motivated and on-board during the change process (Smith, 2017). The following are fundamental communication principles that would positively impact change at St, Catherine College. First of all, ensure everyone understands your message of change by being honest, specific, and relatable in your language. Only communicate the relevant information concisely and with no ambiguity. Secondly, validate your instincts regarding the desired change with data. For instance, if you feel that your team isn't engaged in the change process, you can walk around and talk to your colleagues to establish why they are hesitant regarding the change. That way, you will be able to go back to the drawing board and make amends as per the data collected.
Thirdly, having a feedback mechanism helps while rolling out the change initiative. This entails incorporating the input of team members in decision-making. Ideally, change targets, internal and external stakeholders, and they should be given a chance to contribute to the desired change. It is crucial to make sure the concerned department necessitating change within an institution owns the stakeholders' feedback. The fourth strategy to use to influence change is by taking a proactive approach. Prepare to handle anything that comes up in the future, whether positive and negative. Have a consultative discussion with team members and discuss what everyone perceives may negatively impact the change process. Afterward, move to a positive action bearing in mind that the negative impact may be persistent. Finally, technology can be leveraged to create a behavioral adjustment that aligns with the desired change.
Using Communication Strategies to Build Collaborations
Effective partnering cannot take place without the support of a good communication strategy. This means that collaborating teams will have to set out roles and responsibilities to ensure clarity of each one's contribution to the process. In the College of St. Catherine's case, the hea ...
Running Head DEVLOPING A STRATEGIC APPROACH 1DEVLOPING A STR.docxtodd271
Running Head: DEVLOPING A STRATEGIC APPROACH 1
DEVLOPING A STRATEGIC APPROACH 2
Developing a Strategic Approach
Michelle Tabb
Dr. Prince Odu
HSA
Strayer/ University
08/20/2018
Introduction
Today, associations are finding that rising human services expenses can contrarily affect their primary concern. Both wellbeing guarantors and self-protected suppliers are after a similar two objectives: 1) decreasing the cost of worker advantages, and 2) driving solid results by affecting part conduct. (Wang, Kung & Byrd,2018).
Affecting conduct is, obviously, what showcasing is about. It's fascinating to take note of that for a considerable length of time, medical advantages experts have requested that advertising specialist’s configuration, compose, and create their part correspondences. In a few occasions, promoting individuals were essentially used to "spruce up" a current solid strategic correspondences program as of now set up, applying the advertising skill to the back end of the procedure.
Rather, by giving key and strategic help at the front end of the procedure, promoting experts can genuinely enable directors to decrease expenses and impact sound part conduct. Why? A key segment of addressing the present human services difficulties is making impactful correspondences that educate impact and rouse design individuals to take positive activities that enhance the nature of their lives. To achieve this, benefits experts need to think like advertisers ideal from the beginning ( Kotler, Shalowitz, & Stevens, 2011).
Vision Statement
To be the human services industry leader in giving a differing, comprehensive workplace that mirrors the commercial center and networks where we work together while expanding our upper hand through development, benefit and flexibility
Vision Goals
To strive to have the most diversified all inclusive and conducive environments for everyone
To have the best marketing strategies in provision of its healthcare services
To have a market advantage through adapting, continuous innovation as well as having upper profit margins
Mission Statement
To recognize, draw in, and hold the best ability from each gathering. To make a working environment where all ability can perform taking care of business. To evaluate/comprehend the assorted variety of your commercial center. To guarantee that we are reacting and adjusting to our clients. To guarantee our clients to see themselves in our vision, activities and working environment. To utilize outer commitments to dispose of drawback and increment the assorted variety of the ability pool
Mission goals
To the leader in recruiting and retaining the best talent so that our customers value our services more
To make sure that it responds to all the demands of the customers who seek their professional advice
To fully utilize all the external assistance in terms of suggestions so that any disadvantage is removed to increase the wide pool of talent that we have.
Adaptive strategy
The mar.
An overview of 10 distinguishing ideas of social marketing for social change. These ideas are drawn from the book, "Social marketing and social change: Strategies and tools for improving health, well-being and the environment." It includes excerpts from the book as well as references for further reading. It begins with re-conceptualizing social problems from being those that require top-down prescriptions to being wicked puzzles that require searches for solutions with the people they are intended to serve. The international consensus definition of social marketing is presented, followed by 10 principles:
1. A marketing orientation
2. Theory and evidence-based
3. Segmentation
4. Research to inform program development
5. Designing products, services and behaviors that fit people's reality
6. Positioning behavior change
7. Realigning incentives and costs for products, services and behavior change
8. Creating equitable opportunities and access
9. Communicating change in linguistically, culturally relevant and ubiquitous ways
10. Program monitoring
NOTE: Downloads of this presentation include talking points for each slide.
Reviews of the book:
“This is it -- the comprehensive, brainy road map for tackling wicked social problems. It’s all right here: how to create and innovate, build and implement, manage and measure, scale up and sustain programs that go well beyond influencing individual behaviors, all the way to broad social change in a world that needs the help.”—Bill Novelli, Professor, McDonough School of Business, Georgetown University, former CEO, AARP and founder, Porter Novelli and the Campaign for Tobacco-Free Kids
“I’m unaware of a more substantive treatise on social marketing and social change. Theoretically based; pedagogically focused; transdisciplinary; innovative; and action oriented: this book is right for our time, our purpose, and our future thinking and action.”—Robert Gold, MS, PhD, Professor of Public Health and Former Dean of the School of Public Health at the University of Maryland, College Park
“This book -- like its author -- is innovative and forward-looking, yet also well-grounded in the full range of important social marketing fundamentals.”—Edward Maibach, MPH, PhD, University Professor and Director, Center for Climate Change Communication, George Mason University
What do you mean by advocacy? Discuss the importance and types of advocacy. ...Md. Sajjat Hossain
What do you mean by advocacy? Discuss the importance and types of
advocacy. Write the steps of an advocacy plan. What are the tools of
advocacy?
Introduction
People advocate for a large number and variety of topics. Some of these are clear-
cut social issues that are universally agreed to be problematic and worth solving,
such as human trafficking. Advocacy can include many activities that a person or
organization undertakes including media campaigns, public speaking,
commissioning and publishing research. Lobbying (often by lobby groups) is a
form of advocacy where a direct approach is made to legislators on a specific issue
or specific piece of legislation.
Advocacy
Generally we can say that Advocacy is an activity by an individual or group that
aims to influence decisions within political, economic, and social systems and
institutions.
Ritu R. Sharma from the Academy for Educational Development describes
advocacy as a tool for “putting a problem on the agenda, providing a solution to
that problem and building support for acting on both the problem and the solution”.
[https://www.culturepartnership.eu/en/publishing/advocacy-course/what-is-
advocacy]
So Advocacy means taking action to create change.
Importance of advocacy
Advocacy includes many different types of activities. It has many importances. It
can mean researching new solutions, creating coalitions of like-minded people,
public campaigning to raise awareness and much more. The main importance of
advocacy is to create change. Given below some importance of advocacy:
To raise awareness
To influence and change policies
To represent individuals who may not be able to speak for themselves
Managing Readiness For ChangeIntroduction to the.docxinfantsuk
Managing Readiness For Change
Introduction
to
the Armenakis, Harris, & Feild Model
MSM6635/MGT6681
Dr. Dennis Self
*
Five Elements of the Readiness for Change MessageDiscrepancy: Why change?Appropriateness: What Change?Efficacy: Able to change?Principal Support: Who supports Change?Valence: WIIFM/Us? Desired PO outcomes.
Change Message StrategiesActive ParticipationPersuasive CommunicationMgt. of Internal/External CommunicationsFormalization ActivitiesDiffusion PracticesRites and CeremoniesHuman Resource Practices
The Change Message
Discrepancy Appropriateness Efficacy
Principal Support Valence
Change Leader Attributes
Organizational Member Attributes
Change Strategies
Active Participation
Persuasive Communication
Mngt. of Internal &
External Information.
Formalization Activities
Diffusion Practices
Symbols, Rites and Ceremonies
HRM Practices
Implementation Strategies for Creating and Maintaining Readiness
Change Agent
(or Change Leader)
__________________________Credibility of leaderHonestyCompetenceForward-lookingInspirationalProximity of leaderImmediateGlobalInside/outside
Consider Machiavellian styles, Servant Leadership styles, Transformational vs. Transactional styles.
*
Change Target
(Or followers, or employees)
______________________________Age/Tenure/ExperienceGenderTrust in LeadersLocation
Also: Organizational Culture or Climate
_______________________Organizational CultureNormsValuesPhilosophyRules (formal and informal)Organizational Climaterecurring patterns of behavior,
attitudes and feelings that
characterize life in the organization.
Schein describes three levels: Artifacts, Espoused values, Fundamental Assumptions.
Artifacts: What you see, hear, feel about the organization. It can be the language, technology, products, style (clothing, manners of address, myths, stories). Easy to observe, but difficult to decipher. Symbols are ambiguous.
Espoused Values: What the organizational leaders say are the values of the organization. “we are team-oriented” but are they?
Basic Assumptions: The deepest core of the organizational beliefs. For example, they may say we are team-oriented, but the belief of the founders/leaders may be very hierarchical in actual behavior (I make the decisions, you do what I tell you).
*
Active Participation3 dimensions:Doing (Enactive Mastery)Observing (Vicarious Learning)Participative Decision-makingLearning is two-way (for change leader as well as change target)Shapes “why, what, who, how, and ‘what’s in it for me.’”
*
Learn by doing. By actually trying a task we learn how to do it.
Learn by watching others perform. We learn by watching training videos.
Participative Decision-making means that we participate in the decisions about issues that affect us. It is a democratic approach. Research suggests that those who are able to participate in the process of deciding courses of action are more willing to support actions even if they disagreed with ...
This presentation describes the challenges faced during Change Programmes and how Social Media strategies can be used to massively improve communications within an organisation during Change
This material is for PGPSE / CSE students of AFTERSCHOOOL. PGPSE / CSE are free online programme - open for all - free for all - to promote entrepreneurship and social entrepreneurship PGPSE is for those who want to transform the world. It is different from MBA, BBA, CFA, CA,CS,ICWA and other traditional programmes. It is based on self certification and based on self learning and guidance by mentors. It is for those who want to be entrepreneurs and social changers. Let us work together. Our basic idea is that KNOWLEDGE IS FREE & AND SHARE IT WITH THE WORLD
This material is for PGPSE / CSE students of AFTERSCHOOOL. PGPSE / CSE are free online programme - open for all - free for all - to promote entrepreneurship and social entrepreneurship PGPSE is for those who want to transform the world. It is different from MBA, BBA, CFA, CA,CS,ICWA and other traditional programmes. It is based on self certification and based on self learning and guidance by mentors. It is for those who want to be entrepreneurs and social changers. Let us work together. Our basic idea is that KNOWLEDGE IS FREE & AND SHARE IT WITH THE WORLD
1INTERPERSONAL RELATIONS2 1 Aggression and Violence.docxfelicidaddinwoodie
1
INTERPERSONAL RELATIONS
2
1: Aggression and Violence
Aggression is, “an act or behavior that intentionally hurts another person, either physically or psychologically” (Matsumoto & Juang, 2008, p. 389). While some expressions of aggression are universal, cross-cultural differences exist in the type and level of aggression that are considered to be legally or socially sanctioned. There have been multiple reasons proposed by theorists to explain these cultural differences in the type (verbal, physical, etc.) and level of aggression expressed across cultures.
For this Discussion,review this week’s Learning Resources. Select a culture and consider how this culture expresses aggression.
With these thoughts in mind:
a brief description of the culture you selected. Provide an example of a behavior that may be perceived as aggressive by culture you selected and explain why. Then, provide an example of a behavior that may be perceived as aggressive across most cultures and explain why. Finally explain how socially sanctioned violence is acceptable within certain cultures. Support your responses using the Learning Resources and the current literature.
.
Reference:
Matsumoto, D., & Juang, L. (2008). Culture and psychology (4th ed.). Belmont, CA: Thomson Wadsworth.
2: Attribution
“Not only do people bolster beliefs in their ability to control in response to successful control of an event but also they hold an unwarranted belief that they can control chance events,” states Yamaguchi (Matsumoto (Ed.), 2001, pp. 226–227) in the course text. While members of all cultures have the goal of protecting self-image following failures, differences exist among cultures in terms of the attributions made for the failure and success of a task. Thus, while the self-serving bias is universally applied, the specific attributions made differ cross-culturally. In some cultures, it is assumed that failure is attributable to situational factors while others assume dispositional factors.
Differences also exist in how the failure or success of another individual is attributed. Consider the relevance of attributions for success and failure for the scholar-practitioner working in a multicultural environment or in a global company. How would knowledge of how individuals’ attribute their own or others failure impact a team, classroom, or organization?
For this Discussion, imagine that a group of business people from two different cultures (one from a collectivistic culture and another from an individualistic culture) work together on a business project, and at the end, the project fails. Consider how people from individualistic and collectivistic cultures respond to failure and the factors to which they would most likely attribute their failures.
With these thoughts in mind:
a brief comparison of the similarities and differences of attribution styles in individualistic and collectivistic cultures. Then provide an example of a group situation in which a proj ...
Business UseWeek 1 Assignment #1Instructions1. Plea.docxfelicidaddinwoodie
Business Use
Week 1: Assignment #1
Instructions
1. Please read these two articles:
· Using forensics against a fitbit device to solve a murder: https://www.cbsnews.com/news/the-fitbit-alibi-21st-century-technology-used-to-help-solve-wisconsin-moms-murder/
· How Amazon Echo could be forensically analyzed! https://www.theverge.com/2017/1/6/14189384/amazon-echo-murder-evidence-surveillance-data
2. Then go around in your residence / dwelling (home, apartment, condo, etc) and be creative.
3. Identify at least five appliances or devices that you THINK could be forensically analyzed and then identify how this might be useful in an investigation. Note - do not count your computer or mobile device. Those are obvious!
4. I expect at least one paragraph answer for each device.
Why did I assign this?
The goal is to have you start THINKING about how any device, that is capable of holding electronic data (and transmitting to the Internet) could be useful in a particular investigation!
Due Date
This is due by Sunday, May 10th at 11:59PM
Surname 6
Informative speech on George Stinney Jr.
A. Info research analysis
The general purpose of the speech was to inform people about the civil injustice being done against the African American community in the United States. The specific purpose of the speech was to portray to the audience how an innocent 14-year old black boy suffered in the hands of the South Carolina State law enforcing officers. He was falsely accused of killing two white girls and electrocuted within two months after conviction.
I decided the topic of my speech after perusing through all the suggested topics ad found that the story of George Stinney Jr. was touching and emotional entirely.
This topic benefits the audience and the society in general by giving them an insight of the cruelty that the American law system has against the African American community. The audience gets to know how the shady investigations were done with claims that George had pleaded guilty to the charges of murder when there was no real evidence tying him to the crime or a signed plea agreement.
The alternative view that I found in the research was the version of the investigating officer of the case who claimed that the 14-year old boy managed to kill two girls aged 11 and 7 with a blunt object and ditch them in a nearby trench. This alternative point of view did not make sense because it is hard for a 14-year old boy to use the force that was reported by postmortem results to kill the girls. Therefore, I knew everything was a lie and I had to take the point of view of George’s innocence.
B. informative outline
Introduction:
George Stinney Jr. was an African American boy born on October 21, 1929 in Pinewood, South Carolina, U.S. He is considered as the youngest person to be executed by the United State government in 20th century.
Main body
Investigations of the alleged crimes (Bickford, 05)
The investigations concerning the alleged crimes of George S.
Business UsePALADIN ASSIGNMENT ScenarioYou are give.docxfelicidaddinwoodie
Business Use
PALADIN ASSIGNMENT
Scenario:
You are given a PC and you are faced with this scenario: you don’t know the password to the PC which means you can’t login so you can use a forensic tool like FTK IMAGER to capture the hard drive as a bit-for-bit forensic image AND/OR
1. The hard drive is either soldiered onto the motherboard (there are some new hard drives like this!) or cannot be removed because the screws are stripped (this has happened to me);
2. Even if you figured out the password or got an admin password the PC may have its USB ports blocked via a GPO policy (this is very common in corporations now);
3. Even if you can get the GPO policy overridden you may have some concerns about putting it on the network (which is true especially if you are dealing with malware).
So what you can you do? The best solution is to boot the PC up into forensically sound environment that lets you bypass the password aspect; GPO policy; etc and take a bit-for-bit image. One software that has done the job very well for me is Paladin.
How to get points
If you can send me a screenshot showing me that you had installed Paladin .ISO and made your USB device a bootable device with Paladin using Rufus then you get 10 points.
If you can send me a screenshot showing that you had a chance to boot your computer into Paladin then you will earn an extra 10 points. It is not necessary for you to take a forensic image of your PC but I have included generic instructions here.
Assumptions:
1. You have downloaded Rufus on your computer
2. You have downloaded Paladin on your computer.
Instructions:
1. Make sure you have at least one USB drive.
2. If not down already, download Rufus from https://rufus.ie/.
3. If not done already, download the Paladin ISO image from this website: https://sumuri.com/product/paladin-64-bit-version-7/ which is free. It’s suggested price is $25.00 but you can adjust the price to $0 then order. To be clear – do not pay anything.
4. Insert the USB device in your computer.
5. Run Rufus where you install the Paladin .ISO file on the USB device and make it bootable. Now I could provide you step by step instructions, but this is a Masters class so I want you to explore a bit and figure this out. One good video is this: https://www.youtube.com/watch?v=V6JehM0WDTI.
6. After you are done using Rufus where you have installed Paladin.ISO on the USB device and made it bootable then make sure the USB device is in the PC.
7. Restart your PC. Press F9(HP) laptop) or F12 (Dell laptop) so you can be taken into the BIOS bootup menu.
8. This is where things get a bit tricky e.g. your compute may be configured differently where you have to adjust your BIOS settings. If you do not feel comfortable doing this then stop here. I do not want you to mess up your computer. You have already earned ten extra points!
9. If you still proceed then you will see a list of bootable devices. You may, for example, see a list of devices. Pick the device .
More Related Content
Similar to 1Running head CULTURAL DIVERSITY4Running head CULTURAL DIV.docx
Running Head RESEACH PAPER1SOCIAL MARKETING CAMPAIGNS45.docxtoltonkendal
Running Head: RESEACH PAPER 1
SOCIAL MARKETING CAMPAIGNS 4
5
Plan to Address Health Issue
Name
Institutional Affiliation
Date
Introduction
Evidence-based practice refers to the integration of clinical expertise, research evidence, and application of patient values during the process of making decisions for the care of clients and patients. The practices have been tested and studied comprehensively to ensure that they are conscientious and explicit for the provision of the best care to the patients (Baker & Tickle-Degnen 2014). In the case of the two previously exposed campaigns, project action and teens stopping AIDS in Sacramento there is need to assess the strategies put forward and evaluate whether they are in line with evidence-based practice.
A comparison and contrast of the campaign strategies with evidence-based practice
The strategies which were employed by the two campaigns have some similarity as well as differences in different perspectives. The campaign strategies were divided into phases which are similar to the evidence-based practice. For example, in teens stopping Aids campaign, the first phase is to describe the problem which had led to the conduction of the campaign (Fisher et al., 2014). Similarly, in evidence-based practice, the first thing which is done is to ask a question which provides the problem of the patient or client. Other similar phases include evaluation, planning, and selection of the best interventions.
On the other hand, there is some difference between the campaign's strategies and evidence based care. The two campaigns are employing a group of people who are involved in decision making who represent many groups in the population of interest. However, the nurse for example in evidence-based care is the one who uses their expertise and refers to the documented scientific evidence and then decide what is best for the patient but of course in collaboration with the patients who are being cared for (Rundle, 2014).
Adoption, implementation, and maintenance of the strategies proposed
Prevention of Aids transmission is not a simple task and therefore comprehensive and suitable strategies needed to be adopted, implemented and ensure that they remain active and in use in preventing further cases of infection. The primary focus strategy of the two campaigns was behavioral change. This aspect is supreme in determining whether the policies proposed will be adopted, implemented and maintained in the community or not (Kalichman, 2014).
Through heavy campaigning, the aim was to provide information about the disease, reduce stigma, enhance the accessibility of services, delaying the first onset of sex, reducing the number of sexual partners among others all of which are part of the behavior that needed to be changed. Other than that, provision of comprehensive information was vital to ensuring that the strategies were adopted and maintained by the community (Cordner, 2014). This was done by making ...
Strategic Public Sector Governance The Critical Role of Comm.pdfabhijitakolkar1
Strategic Public Sector Governance
The Critical Role of Communication for Change Management Sponsors Change management
sponsors are the executives or senior leaders with authority to drive change forward in an
organization. Active and visible sponsorship tops the list of key contributors to successful change
initiatives. A global leader in change management, Prosci has studied these contributors in all 11
editions of its Best Practices in Change Management report, and sponsorship came out on top in
every single one. Sponsorship is so important that it beat out the second contributor (a structured
change management approach) by a 4:1 margin in the most recent report. We cannot overstate
the role change management sponsors play in effectively managing change in organizations. They
are responsible for building support, enlisting help from other leaders and motivating change
participants. Purposeful and consistent communication is the tool sponsors must use to provide
context for the change and bring employees on board. Employees and leaders are far more likely
to engage in a change when they understand what it means to them and why its necessary.
Ineffective sponsors often rush through change, failing to facilitate understanding and build
support through frequent and clear communication. Communication considerations for change
management sponsors The purpose of employing communication as one of the key areas of
change management is to disseminate information to the intended group of people. There are
many forms of communication channels available within an organization including employee
portals, newsletters, emails, static and non-static media as well as face to face communications.
Many organization misunderstood the change communication as a process of mediating instead of
intermediating. To have effective communication, information needs to be interpreted and
reinterpret them into ideas and processes that are easy to understand, thus applying the mediating
technique. While using the communication channels, its best to incorporate latest technologies
albeit social network and video conferencing to enhance outreach to employees. However,
although it is the management's decision to establish any means of communication channels
deemed effective, one must avoid a typical top-down and one way conduits approach while using
these communication facilities to avoid a breakdown in communication. Communication helps
change management sponsors explain the vision for the change to create necessary buy-in.
Sponsors that adopt the following communication practices can better articulate the why, what and
so what of the change, increasing the chances that employees will understand and activate the
behaviors needed for success. 1. Communicate the why People, by nature, are resistant to
change. They first need convincing that the change is important and worth the energy it will take to
implement it. Beehives change model of choice, identifies 2. Awareness as th.
Deanna BuchananSouthern New Hampshire UniversityCommunicatLinaCovington707
Deanna Buchanan
Southern New Hampshire University
Communication Strategy to Influence Change
Communication Strategy to Influence Change
A communication strategy sets the direction that guides an intervention to achieve the desired change. It allows partners and stakeholders to provide input and agree on the best way forward alongside having a map that can be referred to at the various stages of the intervention implementation. The participation of all stakeholders involved in the change process is essential to ensure a common understanding of the change's contents, obtain feedback, and obtain a commitment to the change process. Without an effective communication plan, the change initiative may not go beyond the inception stage. This paper will identify and recommend effective communication strategies and illustrate how they support change across institutions.
Communication Strategies Used to Influence and Manage Change
An effective communication strategy keeps all stakeholders motivated and on-board during the change process (Smith, 2017). The following are fundamental communication principles that would positively impact change at St, Catherine College. First of all, ensure everyone understands your message of change by being honest, specific, and relatable in your language. Only communicate the relevant information concisely and with no ambiguity. Secondly, validate your instincts regarding the desired change with data. For instance, if you feel that your team isn't engaged in the change process, you can walk around and talk to your colleagues to establish why they are hesitant regarding the change. That way, you will be able to go back to the drawing board and make amends as per the data collected.
Thirdly, having a feedback mechanism helps while rolling out the change initiative. This entails incorporating the input of team members in decision-making. Ideally, change targets, internal and external stakeholders, and they should be given a chance to contribute to the desired change. It is crucial to make sure the concerned department necessitating change within an institution owns the stakeholders' feedback. The fourth strategy to use to influence change is by taking a proactive approach. Prepare to handle anything that comes up in the future, whether positive and negative. Have a consultative discussion with team members and discuss what everyone perceives may negatively impact the change process. Afterward, move to a positive action bearing in mind that the negative impact may be persistent. Finally, technology can be leveraged to create a behavioral adjustment that aligns with the desired change.
Using Communication Strategies to Build Collaborations
Effective partnering cannot take place without the support of a good communication strategy. This means that collaborating teams will have to set out roles and responsibilities to ensure clarity of each one's contribution to the process. In the College of St. Catherine's case, the hea ...
Running Head DEVLOPING A STRATEGIC APPROACH 1DEVLOPING A STR.docxtodd271
Running Head: DEVLOPING A STRATEGIC APPROACH 1
DEVLOPING A STRATEGIC APPROACH 2
Developing a Strategic Approach
Michelle Tabb
Dr. Prince Odu
HSA
Strayer/ University
08/20/2018
Introduction
Today, associations are finding that rising human services expenses can contrarily affect their primary concern. Both wellbeing guarantors and self-protected suppliers are after a similar two objectives: 1) decreasing the cost of worker advantages, and 2) driving solid results by affecting part conduct. (Wang, Kung & Byrd,2018).
Affecting conduct is, obviously, what showcasing is about. It's fascinating to take note of that for a considerable length of time, medical advantages experts have requested that advertising specialist’s configuration, compose, and create their part correspondences. In a few occasions, promoting individuals were essentially used to "spruce up" a current solid strategic correspondences program as of now set up, applying the advertising skill to the back end of the procedure.
Rather, by giving key and strategic help at the front end of the procedure, promoting experts can genuinely enable directors to decrease expenses and impact sound part conduct. Why? A key segment of addressing the present human services difficulties is making impactful correspondences that educate impact and rouse design individuals to take positive activities that enhance the nature of their lives. To achieve this, benefits experts need to think like advertisers ideal from the beginning ( Kotler, Shalowitz, & Stevens, 2011).
Vision Statement
To be the human services industry leader in giving a differing, comprehensive workplace that mirrors the commercial center and networks where we work together while expanding our upper hand through development, benefit and flexibility
Vision Goals
To strive to have the most diversified all inclusive and conducive environments for everyone
To have the best marketing strategies in provision of its healthcare services
To have a market advantage through adapting, continuous innovation as well as having upper profit margins
Mission Statement
To recognize, draw in, and hold the best ability from each gathering. To make a working environment where all ability can perform taking care of business. To evaluate/comprehend the assorted variety of your commercial center. To guarantee that we are reacting and adjusting to our clients. To guarantee our clients to see themselves in our vision, activities and working environment. To utilize outer commitments to dispose of drawback and increment the assorted variety of the ability pool
Mission goals
To the leader in recruiting and retaining the best talent so that our customers value our services more
To make sure that it responds to all the demands of the customers who seek their professional advice
To fully utilize all the external assistance in terms of suggestions so that any disadvantage is removed to increase the wide pool of talent that we have.
Adaptive strategy
The mar.
An overview of 10 distinguishing ideas of social marketing for social change. These ideas are drawn from the book, "Social marketing and social change: Strategies and tools for improving health, well-being and the environment." It includes excerpts from the book as well as references for further reading. It begins with re-conceptualizing social problems from being those that require top-down prescriptions to being wicked puzzles that require searches for solutions with the people they are intended to serve. The international consensus definition of social marketing is presented, followed by 10 principles:
1. A marketing orientation
2. Theory and evidence-based
3. Segmentation
4. Research to inform program development
5. Designing products, services and behaviors that fit people's reality
6. Positioning behavior change
7. Realigning incentives and costs for products, services and behavior change
8. Creating equitable opportunities and access
9. Communicating change in linguistically, culturally relevant and ubiquitous ways
10. Program monitoring
NOTE: Downloads of this presentation include talking points for each slide.
Reviews of the book:
“This is it -- the comprehensive, brainy road map for tackling wicked social problems. It’s all right here: how to create and innovate, build and implement, manage and measure, scale up and sustain programs that go well beyond influencing individual behaviors, all the way to broad social change in a world that needs the help.”—Bill Novelli, Professor, McDonough School of Business, Georgetown University, former CEO, AARP and founder, Porter Novelli and the Campaign for Tobacco-Free Kids
“I’m unaware of a more substantive treatise on social marketing and social change. Theoretically based; pedagogically focused; transdisciplinary; innovative; and action oriented: this book is right for our time, our purpose, and our future thinking and action.”—Robert Gold, MS, PhD, Professor of Public Health and Former Dean of the School of Public Health at the University of Maryland, College Park
“This book -- like its author -- is innovative and forward-looking, yet also well-grounded in the full range of important social marketing fundamentals.”—Edward Maibach, MPH, PhD, University Professor and Director, Center for Climate Change Communication, George Mason University
What do you mean by advocacy? Discuss the importance and types of advocacy. ...Md. Sajjat Hossain
What do you mean by advocacy? Discuss the importance and types of
advocacy. Write the steps of an advocacy plan. What are the tools of
advocacy?
Introduction
People advocate for a large number and variety of topics. Some of these are clear-
cut social issues that are universally agreed to be problematic and worth solving,
such as human trafficking. Advocacy can include many activities that a person or
organization undertakes including media campaigns, public speaking,
commissioning and publishing research. Lobbying (often by lobby groups) is a
form of advocacy where a direct approach is made to legislators on a specific issue
or specific piece of legislation.
Advocacy
Generally we can say that Advocacy is an activity by an individual or group that
aims to influence decisions within political, economic, and social systems and
institutions.
Ritu R. Sharma from the Academy for Educational Development describes
advocacy as a tool for “putting a problem on the agenda, providing a solution to
that problem and building support for acting on both the problem and the solution”.
[https://www.culturepartnership.eu/en/publishing/advocacy-course/what-is-
advocacy]
So Advocacy means taking action to create change.
Importance of advocacy
Advocacy includes many different types of activities. It has many importances. It
can mean researching new solutions, creating coalitions of like-minded people,
public campaigning to raise awareness and much more. The main importance of
advocacy is to create change. Given below some importance of advocacy:
To raise awareness
To influence and change policies
To represent individuals who may not be able to speak for themselves
Managing Readiness For ChangeIntroduction to the.docxinfantsuk
Managing Readiness For Change
Introduction
to
the Armenakis, Harris, & Feild Model
MSM6635/MGT6681
Dr. Dennis Self
*
Five Elements of the Readiness for Change MessageDiscrepancy: Why change?Appropriateness: What Change?Efficacy: Able to change?Principal Support: Who supports Change?Valence: WIIFM/Us? Desired PO outcomes.
Change Message StrategiesActive ParticipationPersuasive CommunicationMgt. of Internal/External CommunicationsFormalization ActivitiesDiffusion PracticesRites and CeremoniesHuman Resource Practices
The Change Message
Discrepancy Appropriateness Efficacy
Principal Support Valence
Change Leader Attributes
Organizational Member Attributes
Change Strategies
Active Participation
Persuasive Communication
Mngt. of Internal &
External Information.
Formalization Activities
Diffusion Practices
Symbols, Rites and Ceremonies
HRM Practices
Implementation Strategies for Creating and Maintaining Readiness
Change Agent
(or Change Leader)
__________________________Credibility of leaderHonestyCompetenceForward-lookingInspirationalProximity of leaderImmediateGlobalInside/outside
Consider Machiavellian styles, Servant Leadership styles, Transformational vs. Transactional styles.
*
Change Target
(Or followers, or employees)
______________________________Age/Tenure/ExperienceGenderTrust in LeadersLocation
Also: Organizational Culture or Climate
_______________________Organizational CultureNormsValuesPhilosophyRules (formal and informal)Organizational Climaterecurring patterns of behavior,
attitudes and feelings that
characterize life in the organization.
Schein describes three levels: Artifacts, Espoused values, Fundamental Assumptions.
Artifacts: What you see, hear, feel about the organization. It can be the language, technology, products, style (clothing, manners of address, myths, stories). Easy to observe, but difficult to decipher. Symbols are ambiguous.
Espoused Values: What the organizational leaders say are the values of the organization. “we are team-oriented” but are they?
Basic Assumptions: The deepest core of the organizational beliefs. For example, they may say we are team-oriented, but the belief of the founders/leaders may be very hierarchical in actual behavior (I make the decisions, you do what I tell you).
*
Active Participation3 dimensions:Doing (Enactive Mastery)Observing (Vicarious Learning)Participative Decision-makingLearning is two-way (for change leader as well as change target)Shapes “why, what, who, how, and ‘what’s in it for me.’”
*
Learn by doing. By actually trying a task we learn how to do it.
Learn by watching others perform. We learn by watching training videos.
Participative Decision-making means that we participate in the decisions about issues that affect us. It is a democratic approach. Research suggests that those who are able to participate in the process of deciding courses of action are more willing to support actions even if they disagreed with ...
This presentation describes the challenges faced during Change Programmes and how Social Media strategies can be used to massively improve communications within an organisation during Change
This material is for PGPSE / CSE students of AFTERSCHOOOL. PGPSE / CSE are free online programme - open for all - free for all - to promote entrepreneurship and social entrepreneurship PGPSE is for those who want to transform the world. It is different from MBA, BBA, CFA, CA,CS,ICWA and other traditional programmes. It is based on self certification and based on self learning and guidance by mentors. It is for those who want to be entrepreneurs and social changers. Let us work together. Our basic idea is that KNOWLEDGE IS FREE & AND SHARE IT WITH THE WORLD
This material is for PGPSE / CSE students of AFTERSCHOOOL. PGPSE / CSE are free online programme - open for all - free for all - to promote entrepreneurship and social entrepreneurship PGPSE is for those who want to transform the world. It is different from MBA, BBA, CFA, CA,CS,ICWA and other traditional programmes. It is based on self certification and based on self learning and guidance by mentors. It is for those who want to be entrepreneurs and social changers. Let us work together. Our basic idea is that KNOWLEDGE IS FREE & AND SHARE IT WITH THE WORLD
1INTERPERSONAL RELATIONS2 1 Aggression and Violence.docxfelicidaddinwoodie
1
INTERPERSONAL RELATIONS
2
1: Aggression and Violence
Aggression is, “an act or behavior that intentionally hurts another person, either physically or psychologically” (Matsumoto & Juang, 2008, p. 389). While some expressions of aggression are universal, cross-cultural differences exist in the type and level of aggression that are considered to be legally or socially sanctioned. There have been multiple reasons proposed by theorists to explain these cultural differences in the type (verbal, physical, etc.) and level of aggression expressed across cultures.
For this Discussion,review this week’s Learning Resources. Select a culture and consider how this culture expresses aggression.
With these thoughts in mind:
a brief description of the culture you selected. Provide an example of a behavior that may be perceived as aggressive by culture you selected and explain why. Then, provide an example of a behavior that may be perceived as aggressive across most cultures and explain why. Finally explain how socially sanctioned violence is acceptable within certain cultures. Support your responses using the Learning Resources and the current literature.
.
Reference:
Matsumoto, D., & Juang, L. (2008). Culture and psychology (4th ed.). Belmont, CA: Thomson Wadsworth.
2: Attribution
“Not only do people bolster beliefs in their ability to control in response to successful control of an event but also they hold an unwarranted belief that they can control chance events,” states Yamaguchi (Matsumoto (Ed.), 2001, pp. 226–227) in the course text. While members of all cultures have the goal of protecting self-image following failures, differences exist among cultures in terms of the attributions made for the failure and success of a task. Thus, while the self-serving bias is universally applied, the specific attributions made differ cross-culturally. In some cultures, it is assumed that failure is attributable to situational factors while others assume dispositional factors.
Differences also exist in how the failure or success of another individual is attributed. Consider the relevance of attributions for success and failure for the scholar-practitioner working in a multicultural environment or in a global company. How would knowledge of how individuals’ attribute their own or others failure impact a team, classroom, or organization?
For this Discussion, imagine that a group of business people from two different cultures (one from a collectivistic culture and another from an individualistic culture) work together on a business project, and at the end, the project fails. Consider how people from individualistic and collectivistic cultures respond to failure and the factors to which they would most likely attribute their failures.
With these thoughts in mind:
a brief comparison of the similarities and differences of attribution styles in individualistic and collectivistic cultures. Then provide an example of a group situation in which a proj ...
Business UseWeek 1 Assignment #1Instructions1. Plea.docxfelicidaddinwoodie
Business Use
Week 1: Assignment #1
Instructions
1. Please read these two articles:
· Using forensics against a fitbit device to solve a murder: https://www.cbsnews.com/news/the-fitbit-alibi-21st-century-technology-used-to-help-solve-wisconsin-moms-murder/
· How Amazon Echo could be forensically analyzed! https://www.theverge.com/2017/1/6/14189384/amazon-echo-murder-evidence-surveillance-data
2. Then go around in your residence / dwelling (home, apartment, condo, etc) and be creative.
3. Identify at least five appliances or devices that you THINK could be forensically analyzed and then identify how this might be useful in an investigation. Note - do not count your computer or mobile device. Those are obvious!
4. I expect at least one paragraph answer for each device.
Why did I assign this?
The goal is to have you start THINKING about how any device, that is capable of holding electronic data (and transmitting to the Internet) could be useful in a particular investigation!
Due Date
This is due by Sunday, May 10th at 11:59PM
Surname 6
Informative speech on George Stinney Jr.
A. Info research analysis
The general purpose of the speech was to inform people about the civil injustice being done against the African American community in the United States. The specific purpose of the speech was to portray to the audience how an innocent 14-year old black boy suffered in the hands of the South Carolina State law enforcing officers. He was falsely accused of killing two white girls and electrocuted within two months after conviction.
I decided the topic of my speech after perusing through all the suggested topics ad found that the story of George Stinney Jr. was touching and emotional entirely.
This topic benefits the audience and the society in general by giving them an insight of the cruelty that the American law system has against the African American community. The audience gets to know how the shady investigations were done with claims that George had pleaded guilty to the charges of murder when there was no real evidence tying him to the crime or a signed plea agreement.
The alternative view that I found in the research was the version of the investigating officer of the case who claimed that the 14-year old boy managed to kill two girls aged 11 and 7 with a blunt object and ditch them in a nearby trench. This alternative point of view did not make sense because it is hard for a 14-year old boy to use the force that was reported by postmortem results to kill the girls. Therefore, I knew everything was a lie and I had to take the point of view of George’s innocence.
B. informative outline
Introduction:
George Stinney Jr. was an African American boy born on October 21, 1929 in Pinewood, South Carolina, U.S. He is considered as the youngest person to be executed by the United State government in 20th century.
Main body
Investigations of the alleged crimes (Bickford, 05)
The investigations concerning the alleged crimes of George S.
Business UsePALADIN ASSIGNMENT ScenarioYou are give.docxfelicidaddinwoodie
Business Use
PALADIN ASSIGNMENT
Scenario:
You are given a PC and you are faced with this scenario: you don’t know the password to the PC which means you can’t login so you can use a forensic tool like FTK IMAGER to capture the hard drive as a bit-for-bit forensic image AND/OR
1. The hard drive is either soldiered onto the motherboard (there are some new hard drives like this!) or cannot be removed because the screws are stripped (this has happened to me);
2. Even if you figured out the password or got an admin password the PC may have its USB ports blocked via a GPO policy (this is very common in corporations now);
3. Even if you can get the GPO policy overridden you may have some concerns about putting it on the network (which is true especially if you are dealing with malware).
So what you can you do? The best solution is to boot the PC up into forensically sound environment that lets you bypass the password aspect; GPO policy; etc and take a bit-for-bit image. One software that has done the job very well for me is Paladin.
How to get points
If you can send me a screenshot showing me that you had installed Paladin .ISO and made your USB device a bootable device with Paladin using Rufus then you get 10 points.
If you can send me a screenshot showing that you had a chance to boot your computer into Paladin then you will earn an extra 10 points. It is not necessary for you to take a forensic image of your PC but I have included generic instructions here.
Assumptions:
1. You have downloaded Rufus on your computer
2. You have downloaded Paladin on your computer.
Instructions:
1. Make sure you have at least one USB drive.
2. If not down already, download Rufus from https://rufus.ie/.
3. If not done already, download the Paladin ISO image from this website: https://sumuri.com/product/paladin-64-bit-version-7/ which is free. It’s suggested price is $25.00 but you can adjust the price to $0 then order. To be clear – do not pay anything.
4. Insert the USB device in your computer.
5. Run Rufus where you install the Paladin .ISO file on the USB device and make it bootable. Now I could provide you step by step instructions, but this is a Masters class so I want you to explore a bit and figure this out. One good video is this: https://www.youtube.com/watch?v=V6JehM0WDTI.
6. After you are done using Rufus where you have installed Paladin.ISO on the USB device and made it bootable then make sure the USB device is in the PC.
7. Restart your PC. Press F9(HP) laptop) or F12 (Dell laptop) so you can be taken into the BIOS bootup menu.
8. This is where things get a bit tricky e.g. your compute may be configured differently where you have to adjust your BIOS settings. If you do not feel comfortable doing this then stop here. I do not want you to mess up your computer. You have already earned ten extra points!
9. If you still proceed then you will see a list of bootable devices. You may, for example, see a list of devices. Pick the device .
Business UsePractical Connection WorkThis work is a writte.docxfelicidaddinwoodie
Business Use
Practical Connection Work
This work is a written assignment where students will demonstrate how this course research has connected and been put into practice within their own career.
Assignment:
Provide a reflection of at least 500 words of how the knowledge, skills, or theories of this course, to date, have been applied, or could be applied, in a practical manner to your current work environment.
If you are not currently working, then this is where you can be creative and identify how you THINK this could be applied to an employment opportunity in your field of study.
Requirements:
Provide a 500 word minimum reflection.
Use of proper APA formatting and citations. If supporting evidence from outside resources is used those must be properly cited.
Share a personal connection that identifies specific knowledge and theories from this course.
You should NOT provide an overview of the assignments given in the course. Reflect and write about how the knowledge and skills obtained through meeting course objectives were applied or could be applied in the workplace.
// Pediatric depressionTherapy for Pediatric Clients with Mood Disorders
An African American Child Suffering From Depression
BACKGROUND INFORMATION
The client is an 8-year-old African American male who arrives at the ER with his mother. He is exhibiting signs of depression.
Client complained of feeling “sad” Mother reports that teacher said child is withdrawn from peers in class Mother notes decreased appetite and occasional periods of irritation Client reached all developmental landmarks at appropriate ages Physical exam unremarkable Laboratory studies WNL Child referred to psychiatry for evaluation Client seen by Psychiatric Nurse Practitioner
MENTAL STATUS EXAM
Alert & oriented X 3, speech clear, coherent, goal directed, spontaneous. Self-reported mood is “sad”. Affect somewhat blunted, but child smiled appropriately at various points throughout the clinical interview. He denies visual or auditory hallucinations. No delusional or paranoid thought processes noted. Judgment and insight appear to be age-appropriate. He is not endorsing active suicidal ideation, but does admit that he often thinks about himself being dead and what it would be like to be dead.
The PMHNP administers the Children's Depression Rating Scale, obtaining a score of 30 (indicating significant depression)
RESOURCES
§ Poznanski, E., & Mokros, H. (1996). Child Depression Rating Scale--Revised. Los Angeles, CA: Western Psychological Services.
Decision Point OneSelect what the PMHNP should do:Begin Zoloft 25 mg orally daily
Begin Paxil 10 mg orally daily
Begin Wellbutrin 75 mg orally BID
.
Business System Analyst
SUMMARY:
· Cognos Business In experience intelligence with expertise in Software Design, Development, and Analysis, Teradata, Testing, Data Warehouse and Business Intelligence tools.
· Expertise in Cognos 11/10.2, 10.1, 8.x (Query Studio, Report Studio, Analysis Studio, Business Insight/Workspace, Business Insight/Workspace Advanced, Metric Studio (Score carding), Framework Manager, Cognos Connection)
· Expertise in Installation and Configuration of Cognos BI Products in Distributed environment on Windows
· Expertise with Framework Manager Modeling (Physical Layer, Business Layer, Packages) and Complex Report building with Report Studio.
· Expertise developing complex reports using drill-through reports, prompts, dashboards, master-detail, burst-reports, dynamic filtering in Cognos.
· Expertise in creating Dashboard reports using Java Script in Report studio.
· Expertise in building scorecard reports and dashboard reports using metric studio.
· Expertise with Transformer models and cubes that were used in Power play analysis and also these cubes were used in various Analysis Studio reports.
· Expertise with MDX Functions in Report Studio using Multi-dimensional Sources.
· Expertise with Cognos security (LDAP, Active Directory, Access manager, object level security, data security).
· Expertise with Tabbed Inter-phases and with Interactive Behavior of value based chart highlighting.
· Sound Skills in developing SQL Scripts, PL/SQL Stored Procedures, functions, packages.
· Expertise on production support and troubleshoot/test issues with existing reports and cubes.
· Experienced with MS SQL Server BI Tools like SSIS, SSRS and SSAS.
· Expertise in creation of packages, Data and Control tasks, Reports and Cubes using MS SQL Server BI Tools.
· Ability to translate business requirements into technical specifications and interact with end users to gather requirements for reporting.
· Good understanding of business process in Financial, Insurance and Healthcare areas.
· Expertise in infrastructure design for the cognos environment and security setup for different groups as per business requirement.
· Creating training material on all the Ad-Hoc training
· Expertise in all the basic administrative tasks like deployments, routing rule setup’s , user group setup , folder level securities etc.
· Have deployment knowledge of IBM Cognos report in Application servers like WAS.
· Have knowledge on handling securities and administration functionalities on IBM Cognos 10.x
· Good work ethics, detail oriented, fast learner, team oriented, flexible and adaptable to all kinds of stressful environments. Possess excellent communication and interpersonal skills.
Technical Skills:
BI Platform
Cognos 11,10.2, 10.1, 8.x (Query Studio, Report Studio, Analysis Studio, Business Insight/Workspace, Business Insight/Workspace Advanced, Metric Studio (Score carding), Framework Manager, Cognos Connection)
Data Base
MS Access, MS SQL Server, Orac.
Business StrategyOrganizations have to develop an international .docxfelicidaddinwoodie
Business Strategy
Organizations have to develop an international Human Resources Management Strategy, when they expand globally. Which do you think is more critical for international Human Resource Management:
Understanding the cultural environment, or
Understanding the political and legal environment?
Please choose 1 position and give a rationale; examples are also a way to demonstrate your understanding of the learning concepts.
.
Business StrategyGroup BCase Study- KFC Business Analysis.docxfelicidaddinwoodie
Business Strategy
Group B
Case Study- KFC Business Analysis
Abstract
Introduced in 1952 by Colonel Sanders
Second largest restaurant chain today in terms of popularity
Annual revenue of $23 billion
Diversified its menu to suit cultural needs of people across different countries
Hindering factors in KFC’s growth are growing consumer health consciousness, animal welfare criticism, environmental criticism
Introduction
KFC was born in 1952 and its founder was Colonel Sanders
First franchise to grow globally over international market
By the 1960s – 1980s the market was booming in countries like England, Mexico, China
Management and ownership transferred over the years to Heublin, Yum Brands and PepsiCo.
Annual revenue of $23 billion in 2013
KFC had expanded its menu to suit cultural needs of people across different countries
Hindering factors in KFC’s growth are growing consumer health consciousness, animal welfare criticism, environmental criticism, logistic management issue in UK, cultural differences in Asian countries towards accepting the fried chicken menu.
Factors contributing to KFC’s global success
The core reason for KFCs success is it’s mandate to follow strict franchise protocols that have continuously satisfied customers demands:
The quality of the chicken cooked in KFC has certain specific guidelines
The size of the restaurant should be 24x60 feet.
The restaurant washrooms and ktichen has certain cleanliness standards
Food that is not sold off needs to be trashed
The workers need to have a specific clothing and uniform.
A certain % of the gross earnings should be used for advertisement and R&D
Air conditioning is mandatory in the outlets
Global number of KFC restaurants in the past decade
Importance of cultural factors to KFC’s sales success in India and China
Culture is the collective programming of the human mind that distinguishes the members of one human group from those of another. Culture in this sense is a system of collectively held values
“Culture is everything that people have, think, and do as members of their society”, which demonstrating that culture is made up of (1) material objects; (2) ideas, values, attitudes and beliefs; and (3) specified, or expected behavior.
Many scholars have theorized and studied the notion of cross-cultural adaptation, which tends to move from one culture to another one, by learning the elements such as rules, norms, customs, and language of the new culture (Oberg 1960, Keefe and Padilla 1987, Kealey 1989). According to Ady (1995),
“Cultural adaptation is the evolutionary process by which an individual modifies his personal habits and customs to fit into a particular culture. It can also refer to gradual changes within a culture or society that occur as people from different backgrounds participating in the culture and sharing their perspectives and practices.”
Cultural factors in India that go against KFC’s original recipe.
.
Business Strategy Differentiation, Cost Leadership, a.docxfelicidaddinwoodie
Business Strategy:
Differentiation, Cost Leadership,
and Integration
Lina Deng
Business Strategy and Competitive Advantage
• A business-level strategy is an integrated and
coordinated set of commitments and actions designed
to provide value to customers and to gain a competitive
advantage by utilizing core competencies in specific
individual product markets.
6–2
Business-Level Strategy:
How to Compete for Advantage?
• Answer the “Who, What, Why, and How”
Ø Who - which customer segments to serve?
Ø What needs, wishes, desires will we satisfy?
Ø Why do we want to satisfy them?
Ø How will we satisfy customers’ needs?
• Details actions that managers take in the quest
for competitive advantage
Ø Single product or group of similar products
6–3
Industry and Firm Effects Jointly Determine
Competitive Advantage
6–4
Business Strategy and Competitive Advantage
• Two fundamental questions:
Ø How do you generate advantage?
Ø How do you sustain advantage?
• Key idea for sustainability is “barriers to imitation.”
Ø How long will it be before the first rival
imitates the first mover?
Ø How fast does new imitation occur
once it starts?
v These two factors determine appropriability.
6–5
Business Strategy and Competitive Advantage
• Does market share generate competitive advantage?
Ø The computer industry is an excellent example of the lack
of correspondence between market share and profit rates.
IBM was a clear market leader in terms of market share
but had only mediocre economic performance relative to its
rivals. High market share is no guarantee of high rates
of profitability.
6–6
Business Strategy and Competitive Advantage
• Does market share generate competitive advantage?
Ø Perhaps high market share causes high profit rates.
Ø But it could equally well be that there is a third factor
(e.g., good service capabilities, such as those of
Caterpillar), either not considered or unobserved by us,
that causes both high profitability and high market share.
v In this case, we would see a correlation
between profitability and market share
but there is no causal explanation.
Business Strategy and Competitive Advantage
• When can market share work to generate and sustain
an advantage?
Ø Scale economies (to generate cost leadership advantage)
combined with high exit costs (to sustain the advantage)
may make market share a defensible advantage.
6–8
Business Strategy and Competitive Advantage
• An organization’s knowledge or expertise can lead to
sustainable advantage if:
Ø The knowledg.
Business RequirementsReference number Document Control.docxfelicidaddinwoodie
Business Requirements
Reference number:
Document Control
Change Record
Date
Author
Version
Change Reference
Reviewers
Name
Position
Table of Contents
2Document Control
1
Business Requirements
4
1.1
Project Overview
4
1.2
Background including current process
4
1.3
Scope
4
1.3.1
Scope of Project
4
1.3.2
Constraints and Assumptions
5
1.3.3
Risks
5
1.3.4
Scope Control
5
1.3.5
Relationship to Other Systems/Projects
5
1.3.6
Definition of Terms (if applicable)
5
1 Business Requirements
1.1 Project Overview
Provide a short, yet complete, overview of the project.
1.2 Background including current process
Describe the background to the project, (same section may be reused in the Quality Plan) include:
This project is
The project goal is to
The IT role for this project is
1.3 Scope
1.3.1 Scope of Project
The scope of this project includes a number of areas. For each area, there should be a corresponding strategy for incorporating these areas into the overall project.
Applications
In order to meet the target production date, only these applications will be implemented:
Sites
These sites are considered part of the implementation:
Process Re-engineering
Re-engineering will
Customization
Customizations will be limited to
Interfaces
the interfaces included are:
Architecture
Application and Technical Architecture will
Conversion
Only the following data and volume will be considered for conversion:
Testing
Testing will include only
Funding
Project funding is limited to
Training
Training will be
Education
Education will include
1.3.2 Constraints and Assumptions
The following constraints have been identified:
The following assumptions have been made in defining the scope, objectives and approach:
1.3.3 Risks
The following risks have been identified as possibly affecting the project during its progression:
1.3.4 Scope Control
The control of changes to the scope identified in this document will be managed through the Change Control, with business owner representative approval for any changes that affect cost or timeline for the project.
1.3.5 Relationship to Other Systems/Projects
It is the responsibility of the business unit to inform IT of other business initiatives that may impact the project. The following are known business initiatives:
1.3.6 Definition of Terms (if applicable)
List any definitions that will be used throughout the duration of the project.
5
A working structure is the fundamental programming that bargains with all the mechanical social affair and other programming on a PC. It other than pulls in us to visit with the PC without perceiving how to talk the piece PC programs language's. A working structure is inside theory of programming on a contraption that keeps everything together. Working systems visit with the's contraption. They handle everything from your solace and mice to the Wi-Fi radio, gathering contraptions, and show. Symbolically, a worki.
Business ProposalThe Business Proposal is the major writing .docxfelicidaddinwoodie
Business Proposal
The Business Proposal is the major writing assignment in the course. You are to create and submit a formal proposal that suggests how to change something within an organization. This organization can be large or small, a place of employment now or in the past, or an organization to which the students belong. From past experiences, it is best to use a business with fewer than 200 employees, and one with which you have personal experience. It could be a place where you currently work or a place you have worked or volunteered in the past.
The change can be specific to a unit or can apply to the whole organization; it can relate to how important information is distributed, who has access to important information, how information is accessed, or any other change in practices the students see as having a benefit. The proposal should be directed to the person or committee with the power to authorize the change. However, if you are working within a large organization, and asking for a small organizational change, communicating with a CEO or president may not make the most sense. You need to think about who within the organization might be the best person for the type of change suggested.
For the submission, you are to follow the guidelines for formal proposals available in Chapter 10 of the text. You can review 10.1, 10.4, and 10.19 for more information about specific components for a well-written formal business proposal. A complete proposal must have all required sections of a formal report excluding the copy of an RFP and the Authorization. The final draft of the proposal should be 1500–2000 words, and include the following necessary formal proposal components:
Letter of transmittal
Executive summary
Title page
Table of contents
List of illustrations
Introduction
Background: Purpose/problem
Proposal: plan, schedule, details
Staffing
Budget
Appendix
Formatting does matter for this assignment, and you are to check the text for details about how to format and draft the different proposal segments. Proposals don't just have text; graphics and charts are necessary, too. In addition, research is important, and footnotes and references must be included. All content should be concise, clear, and detailed. The proposal should be well-written with appropriate grammar, spelling, and punctuation.
This is a scaffolded writing project that consists of four assignments.
.
Business ProjectProject Progress Evaluation Feedback Form .docxfelicidaddinwoodie
Business Project
Project Progress Evaluation
Feedback Form Week 3
Date:
__________________________________________________
Student Name:
__________________________________________________
__________________________________________________
Project Title: Effect Of Increasing Training Budget
Project Type: Business Research
Researchers:
Has a topic been chosen and a problem statement created?
Yes { } NO { }
Was the problem statement submitted in a 1-4 page paper that includes an introduction to the topic with appropriate documentation?
Yes { } No { }
Specifically, if any, needs additional content or rewriting to create more clarity? What specific recommendations do you have to help in this process?
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
What is your workable timetable that states specific objectives and target completion dates for completing the final draft of the plan? Write the timetable below:
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
________________________________________________________________________
Feedback Form #3 – Project Proposal and Plan
▼
THE UK’S LEADING PROVIDER OF EXPERT SERVICES FOR IT PROFESSIONALS
NATIONAL COMPUTING CENTRE
IT Governance
Developing a successful governance strategy
A Best Practice guide for decision makers in IT
IT Governance
Developing a successful governance strategy
A Best Practice guide for decision makers in IT
The effective use of information technology is now an accepted organisational imperative - for
all businesses, across all sectors - and the primary motivation; improved communications and
commercial effectiveness. The swift pace of change in these technologies has consigned many
established best practice approaches to the past. Today's IT decision makers and business
managers face uncertainty - characterised by a lack of relevant, practical, advice and standards
to guide them through this new business revolution.
Recognising the lack of available best practice guidance, the National Computing Centre has
created the Best Practice Series to capture and define best practice across the key aspects of
successful business.
Other Titles in the NCC Best Practice series:
IT Skills - Recruitment and Retention ISBN 0-85012-867-6
The New UK Data Protection Law ISBN 0-85012-868-4
Open Source - the UK opportunity ISBN 0-85012-874-9
Intellectual Property Rights - protecting your intellectual assets ISBN 0-85012-872-2
Aligning IT with Business Strategy ISBN 0-85012-889-7
Enterprise Architecture - underst.
BUSINESS PROCESSES IN THE FUNCTION OF COST MANAGEMENT IN H.docxfelicidaddinwoodie
BUSINESS PROCESSES IN THE FUNCTION OF COST
MANAGEMENT IN HEALTHCARE INSTITUTIONS
1
1
st
IVANA DRAŽIĆ LUTILSKY
Departement of Accounting
Faculty of Economics and Business
University of Zagreb
Croatia
[email protected]
2
nd
LUCIJA JUROŠ
Faculty of Economics and Business
[email protected]
Abstract: This paper is dealing with the importance of business processes regarding costs
tracking and cost management in healthcare institutions. Various changes within the health
care system and funding of hospitals require the introduction of management information
systems and cost accounting. The introduction of cost accounting in public hospitals would
allow the planning and control of costs, monitoring of costs per patient or service and the
calculation of indicators for the analysis and assessment of the economic performance of the
business of public hospitals and lead to the transparency of budget spending. A model that
would be suited to the introduction in the public hospital is full cost allocation model based on
activities or processes that occur, known as the ABC method. Given that this is a calculation
of cost of services provided through various internal business processes, it is important to
identify all business processes in order to be able to calculate the costs incurred by services.
Although the hospital does not do business with the aim to make a profit, they must follow all
the costs (direct and indirect) to be able to calculate the full costs i.e. the price of the service
provided. In addition, the long-term sustainability of business activities in terms of funding
difficulties and the continuous growth of cost of services provided, hospitals must control and
reduce the cost of the program and specific activities. Therefore, the objective of this paper is
to point out the importance of business processes while introducing ABC method.
Keywords: Business Processes, Cost management, ABC method, Healthcare Institutions
1
This work has been fully supported by University of Zagreb funding the project “Business processes in the
implementation of cost management in healthcare system”, Any opinions, findings, and conclusions or
recommendations expressed in this paper are those of the authors and do not necessarily reflect the views of
University of Zagreb.
mailto:[email protected]
1 Introduction
In recent years, the efficiency of the management in health care services and the system of
quality in health care institutions significantly increased. Patients expect more from
healthcare providers and higher standards of care. At the same time, those who pay for
health services are increasingly concerned about the rising costs of health care services, but
also the potential ineffectiveness of the health care system. Consequently, there is a broad
interest in understanding the ways of efficient work of health care management and .
Business Process Management JournalBusiness process manageme.docxfelicidaddinwoodie
Business Process Management Journal
Business process management: a maturity assessment of Saudi Arabian
organizations
Omar AlShathry,
Article information:
To cite this document:
Omar AlShathry, (2016) "Business process management: a maturity assessment of Saudi Arabian
organizations", Business Process Management Journal, Vol. 22 Issue: 3, pp.507-521, https://
doi.org/10.1108/BPMJ-07-2015-0101
Permanent link to this document:
https://doi.org/10.1108/BPMJ-07-2015-0101
Downloaded on: 04 September 2018, At: 00:11 (PT)
References: this document contains references to 26 other documents.
To copy this document: [email protected]
The fulltext of this document has been downloaded 1083 times since 2016*
Users who downloaded this article also downloaded:
(2016),"Process improvement for professionalizing non-profit organizations: BPM approach",
Business Process Management Journal, Vol. 22 Iss 3 pp. 634-658 <a href="https://doi.org/10.1108/
BPMJ-08-2015-0114">https://doi.org/10.1108/BPMJ-08-2015-0114</a>
(2016),"Ownership relevance in aspect-oriented business process models", Business
Process Management Journal, Vol. 22 Iss 3 pp. 566-593 <a href="https://doi.org/10.1108/
BPMJ-01-2015-0006">https://doi.org/10.1108/BPMJ-01-2015-0006</a>
Access to this document was granted through an Emerald subscription provided by emerald-
srm:586319 []
For Authors
If you would like to write for this, or any other Emerald publication, then please use our Emerald
for Authors service information about how to choose which publication to write for and submission
guidelines are available for all. Please visit www.emeraldinsight.com/authors for more information.
About Emerald www.emeraldinsight.com
Emerald is a global publisher linking research and practice to the benefit of society. The company
manages a portfolio of more than 290 journals and over 2,350 books and book series volumes, as
well as providing an extensive range of online products and additional customer resources and
services.
Emerald is both COUNTER 4 and TRANSFER compliant. The organization is a partner of the
Committee on Publication Ethics (COPE) and also works with Portico and the LOCKSS initiative for
digital archive preservation.
D
ow
nl
oa
de
d
by
S
A
U
D
I
D
IG
IT
A
L
L
IB
R
A
R
Y
(
S
D
L
)
A
t
00
:1
1
04
S
ep
te
m
be
r
20
18
(
P
T
)
https://doi.org/10.1108/BPMJ-07-2015-0101
https://doi.org/10.1108/BPMJ-07-2015-0101
https://doi.org/10.1108/BPMJ-07-2015-0101
*Related content and download information correct at time of download.
D
ow
nl
oa
de
d
by
S
A
U
D
I
D
IG
IT
A
L
L
IB
R
A
R
Y
(
S
D
L
)
A
t
00
:1
1
04
S
ep
te
m
be
r
20
18
(
P
T
)
Business process management:
a maturity assessment of Saudi
Arabian organizations
Omar AlShathry
Department of Information Systems,
Imam Mohammed Bin Saud University, Riyadh, Saudi Arabia
Abstract
Purpose – Business Process Management (BPM) has become increasingly common among organizations
in d.
Business Plan[Your Name], OwnerPurdue GlobalBUSINESS PLANDate.docxfelicidaddinwoodie
Business Plan[Your Name], Owner
Purdue Global
BUSINESS PLAN
Date
1. EXECUTIVE SUMMARY
1.1 Product
1.2 Customers
1.3 What Drives Us
2. COMPANY DESCRIPTION
2.1 Mission and Vision Statements
2.2 Principal Members at Startup (In Unit 7 you will expand on this section to include medium and long term personnel plans for all team members, including the line staff.)
2.2.1 Using chapter 10 of your text, write the plan, using the section in Chapter 10 that shows how to introduce each team member and describe their background and responsibilities. You will start with the leaders and managers, then discuss other employees as needed for your company to grow.
2.2.2 Use this spreadsheet to show the planning
Leaders/managers (unit 1)
When needed (number of months/years after opening)
Outside Services Needed
Key Functions
Add line staff (Unit 7)
2.3 Legal Structure
3. MARKET RESEARCH
3.1 Industry (from SBA, Business Guides by Industry, and Bureau of Labor Statistics)
3.1.1 Industry description
3.2.1 Resources used
3.2 Customers (from SBA site fill in worksheet, then use text for spreadsheets and follow-up explanations)
Add SBA part here:
Then, fill in spreadsheet using this example from the text:
Housewife:
Married Couple:
Age:
35–65
Age:
35–55
Income:
Fixed
Income:
Medium to high
Sex:
Female
Sex:
Male or Female
Family:
Children living at home
Family:
0 to 2 children
Geographic:
Suburban
Geographic:
Suburban
Occupation:
Housewife
Occupation:
Varies
Attitude:
Security minded
Attitude:
Security minded, energy conscious
Older Couple:
Elderly:
Age:
55–75
Age:
70+
Income:
High or fixed
Income:
Fixed
Sex:
Male or Female
Sex:
Male or Female
Family:
Empty nest
Family:
Empty nest
Geographic:
Suburban
Geographic:
Suburban
Occupation:
White-collar or retired
Occupation:
Retired
Attitude:
Security minded, energy conscious
Attitude:
Security minded, energy conscious
Explain who you are targeting and where they are located. Insert information here using these guidelines:
Information About Your Target Market – Narrow your target market to a manageable size. Many businesses make the mistake of trying to appeal to too many target markets. Research and include the following information about your market:
Distinguishing characteristics – What are the critical needs of your potential customers? Are those needs being met? What are the demographics of the group and where are they located? Are there any seasonal or cyclical purchasing trends that may impact your business?
Size of the primary target market – In addition to the size of your market, what data can you include about the annual purchases your market makes in your industry? What is the forecasted market growth for this group? For more information, see the market research guide for tips and free government resources that can help you build a market profile.
How much market share can you gain? – What is the market share.
Business PlanCover Page Name of Project, Contact Info, Da.docxfelicidaddinwoodie
Business Plan
Cover Page
Name of Project, Contact Info, Date
Picture/graphics
Table of Contents
Executive Summary
The Company
The Project
The Industry
The Market
Distribution
Risk Factors
Financing
Sources
List of sources, specific articles, and websites
I WILL PROVIDE MORE INFORMATION IN CHAT TO COMPLETE PROPOSAL.
.
Business Planning and Program Planning A strategic plan.docxfelicidaddinwoodie
Business Planning and Program Planning
A strategic plan specifies how a particular program will realize its objectives. With a strategic plan, it is possible to focus efforts on the accomplishment of a program's goals. A strategic plan provides a link between what a program seeks to accomplish and the required actions for successful program implementation (Kettner, Moroney & Martin, 2017). A business plan, on the contrary, defines the path of business. It includes a company's organizational structure, marketing plan as well as financial projections (Kettner et al., 2017).
Impact of Business Plan on a Program’s Strategic Plan
The logic model can help understand the impact of a business plan on a program’s strategic plan. The logic model comprises five major elements such as inputs, activities, outputs, outcomes, and impacts. The inputs are the resources such as funding, facilities, staff and volunteers needed for a given program. The activities are the events or actions of a program such as running the program and data collection. Outputs are the direct products and the desired effects of a program. Impact recalls the goals of a program (Hodges & Videto, 2011).
The financial projection element of a business plan can impact the strategic planning process of a program. This medium is because the allocated budget, as well as its parameters, must be assessed to ascertain if the funds available are enough to perform the tasks and activities of a program, which is what amounts to strategic planning. Hodges and Videto (2011) asserted that the resources required to implement a program, including those available and those needed, should be reviewed to determine if there are enough resources to achieve the goals of a program. The budget must include allocations for facilities and space, staff, supplies and materials, marketing resources as well as other operational expenses. An accurate budget is vital for the success of a program, and it is critical to consider all the possible expenses plus income.
The relationship between Business Planning and Program Planning
Programs usually face resource constraints, including the difficulty to attract funding streams. Business planning, according to the United States Small Business Administration (n.d.) is a methodology that can be used to address the challenge of financial constraints systematically. A business plan can demonstrate the link or association between a proposed program and social return. Through a funded plan, it is possible for a program to secure funding sources. As such a program plan must include a budget that specifies the number of revenues needed to achieve the program's goals and objectives. From this medium perspective, a budget is considered as an integral component rather than a stand-alone activity of program planning process (Kettner, Moroney and Martin, 2017).
The program planning process must include areas that require add.
Business Plan In your assigned journal, describe the entity you wil.docxfelicidaddinwoodie
Business Plan: In your assigned journal, describe the entity you will utilize and explain your decision.
Must be:
At required length or longer
Written in American English at graduate level
Received on or before the deadline
Must pass turn it in
Written in APA with references
.
Business Plan Part IVPart IV of the Business PlanPart IV of .docxfelicidaddinwoodie
Business Plan Part IV
Part IV of the Business Plan
Part IV of the business plan is due in week 7. Together with this part, you must show to your instructor that you have implemented the necessary corrections based on the part I feedback.
Part IV Requirements
1. Financials Plan
a. Present an in-depth narrative to demonstrate the viability of your business to justify the need for funding.
b. In this section describe financial estimates and rationale which include financial statements and forms that document the viability of your proposed business and its soundness as an investment.
c. Tables and figures must be introduced in the narrative.
i. Describe the form of business (sole-proprietor, LLC, or Corporation).
ii. Prepare three-year projections for income, expenses, and sources of funds.
iii. Base predictions on industry and historical trends.
iv. Make realistic assumptions.
v. Allow for funding changes at different stages of your company’s growth.
vi. Present a written rationale for your projections.
vii. Indicate your startup costs.
viii. Detail how startup funds will be used to advance your proposed business
ix. List current capital and any other sources of funding you may have
x. Document your calculations.
xi. Use reasonable estimates or actual data (where possible).
2. Continuous Improvement System
a. Present a brief summary of the continuous improvement processes that you will utilize for quality management (Six sigma, TQM, etc).
.
BUSINESS PLAN FORMAT Whether you plan to apply for a bu.docxfelicidaddinwoodie
BUSINESS PLAN FORMAT
Whether you plan to apply for a business loan or not, you need to have a roadmap or plan to get you from where you are to the successful operation of your business. The pages that follow demonstrate the content of a simple business plan which has been found to be successful in obtaining startup funds from banks. You are encouraged to use all or whatever portions of this fit your business.
Please DO NOT write page after page of drivel or copy from someone else’s plan or one of those templates you can find on the Internet. In most cases this will not “sound" like you, nor will it be short and to the point. Those who read these things are busy people and will not be inclined to spend time reading irrelevant paperwork.
Throughout this sample, there are
italicized
comments which are meant to guide you in preparation. If you follow this format it is reasonable to expect a finished document with 15-20 pages plus the supporting documents in the last section.
If you have good quality pictures of your space, products or other items, you might include them as another way to convey just what you plan to do. A map of your location, diagram of floor space, or other illustration is also sometimes helpful. On the other hand, do not add materials simply to “bulk-up” the report.
While content is critical, it is also important to make this presentation look as good as possible. For this course, you will create the business plan in Word and submit the plan and all attachments through the Assignment drop box. That means all attachments have to be in digital form. For a bank loan or an investor, you would normally provide them with a print version. Print the pages in black ink on a high quality tinted letterhead paper. Color is not necessary but would add some interest in headlines, etc. Bind the document in a presentation folder or with a spiral binding. Don’t simply punch a staple in the upper left corner.
If your were going to pursue a bank loan or an investor, it would be normal to take this business plan to your SCORE counselor for a review and critique.
NOTE: Before you begin your inspection of the simple plan outline which follows, take a moment to review the Business Plan Checklist on the next page.
BUSINESS PLAN CHECKLIST
By way of review, here is a concise list of the basic requirements for a Business Plan, as recommended by the MIT Enterprise Forum:
·
Appropriate Arrangement
- prepare an executive summary, a table of contents and chapters in the right order.
·
Right Length
- make it not too long and not too short, not too fancy and not too plain.
·
Expectations
- give a sense of what founder(s) and the company expect to accomplish three to seven years in the future.
·
Benefits
- explain in quantitative and qualitative terms the benefit to the consumer of the products and services.
·
Marketability
- present hard evidence of the mar.
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
Ethnobotany and Ethnopharmacology:
Ethnobotany in herbal drug evaluation,
Impact of Ethnobotany in traditional medicine,
New development in herbals,
Bio-prospecting tools for drug discovery,
Role of Ethnopharmacology in drug evaluation,
Reverse Pharmacology.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
How to Split Bills in the Odoo 17 POS ModuleCeline George
Bills have a main role in point of sale procedure. It will help to track sales, handling payments and giving receipts to customers. Bill splitting also has an important role in POS. For example, If some friends come together for dinner and if they want to divide the bill then it is possible by POS bill splitting. This slide will show how to split bills in odoo 17 POS.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
This is a presentation by Dada Robert in a Your Skill Boost masterclass organised by the Excellence Foundation for South Sudan (EFSS) on Saturday, the 25th and Sunday, the 26th of May 2024.
He discussed the concept of quality improvement, emphasizing its applicability to various aspects of life, including personal, project, and program improvements. He defined quality as doing the right thing at the right time in the right way to achieve the best possible results and discussed the concept of the "gap" between what we know and what we do, and how this gap represents the areas we need to improve. He explained the scientific approach to quality improvement, which involves systematic performance analysis, testing and learning, and implementing change ideas. He also highlighted the importance of client focus and a team approach to quality improvement.
1Running head CULTURAL DIVERSITY4Running head CULTURAL DIV.docx
1. 1
Running head: CULTURAL DIVERSITY
4
Running head: CULTURAL DIVERSITY
8
Running head: CULTURAL DIVERSITY
Cultural Diversity
LaTosha Thomas
Grand Canyon University
11/19/2017
Instructor: Chavarria
Cultural Diversity
In everyday life individuals can not overlook other cultures as if
it does not matter. Most individuals wish that they all can be
alike to avoid the way others may act towards them. Changing
for the best is to encourage individuals that it is time for a
change for everyone of all cultures throughout the world. A
person may encounter cultural diversity everywhere they may
go such as hospitals, schools, or stores but to make a difference
one must understand culture, act as an alliance against racism,
and form organizations for diverse groups to be able to stand
together (ctb.ku.edu, 2017). Comment by Massey, Jennifer:
What is the barrier in regards to cultural diversity in healthcare?
2. A proposed solution is letting individuals open on how
they can overcome culture diversity even if it takes having
group talks every week, letting individuals know that not just
themselves feel down by the way others treat them and this
should be a wakeup call for the ones that have been in this
position before because it does matter if a person is Caucasian,
African-American, Latino, or any color culture diversity should
not be tolerated on the job. Individuals of any race allows us to
have a job every day. Group talks, counseling for ones that keep
having trouble, one on one reviews, and drop boxes on anything
that a person may be feeling (Axner, 1993). Comment by
Massey, Jennifer: Is this the evaluation plan? There should also
be headers to separate the different sections. Comment by
Massey, Jennifer: Comment by Massey, Jennifer:
The initiated outcome for this barrier would be making
sure that individuals of any culture would feel comfortable
during their visit at the hospital, around a physician or nurse.
What humans failed to understand is that we all had to learn
how to talk and write so there is not a difference with
individuals of any culture. Managers of all organizations need
to make sure that their facility is free of culture diversity due to
lawsuits (Axner, 1993).
The organizational resources are always needed to implement
and maintain the change of plan. Such resources may include
the health centers, voluntary guidance and counseling centers,
guidance, and counseling centers. The change of management
involves the consideration of success factors and the objectives.
The change management methodology has several factors of
success such as sense of urgency must be established, increase
the company’s capability for change, here company’s ought to
be flexible to embrace change, the proper communication
should be done from those evoking it to those affected,
engaging all levels of leadership, and integration of
management strategies with the change((Lim, Daugherty, &
Haddad, 2013). Comment by Massey, Jennifer: Should have “a”
3. before sense.
The actual plan, in this case, is to try and use the universal
language of communication in the organization resources,
politeness, and the urge to extreme humbleness where necessary
to suit all kinds of clients (Lokey,2008). Comment by Massey,
Jennifer: This is good, the plan needs to be elaborated a bit to
explain how it will be executed.
For the implementation of the plan, there are some stakeholders
who are very vital in support of the implementation of the
proposed plan. The psychologists, the medical officers, and the
CEO. The stakeholders are agent during the implementation
since they need to understand first before they inform others of
the change of plan. They are required to master the change well
to show others, the workers, and the interested parties how the
change is beneficial. The disadvantages should be known earlier
to avoid surprises (Oldfield, 1998). Comment by Massey,
Jennifer: There should be a indentation here
Comment by Massey, Jennifer: What are the disadvantages
of the change plan? How can those be overcome?
Because of a change plan, the organization and its stakeholders
may experience both positive and negative impacts. More
interest is put on the positive effects that the plan may bring
about. Understanding the clients’ level of language of
communication and the use of common language is likely to
raise the rating of services offered in the organization.
Complete communication is where the recipient can encode the
exact information that is intended to reach him/her. Therefore,
trying to be in the shoes of a client involves some
compromising, tolerance, and accommodation of other people’s
cultures. A friendlier counselor is likely to get all the
information required to offer the best help possible. In general,
the change is expected to bring about better services in the
organization, hence positive effects. The stakeholders will
equally be affected positively by the best recommendations
4. from being more sociable (Hewitt-Taylor, 2013).
The implementation plan ought to take effect after one week of
the meeting committee of the stakeholders and the relevant
officials. The change plan will take its course strictly until
undesirable effects overpower the advantages. Comment by
Massey, Jennifer: This is not a full paragraph. The
implementation plan consists of a good outline, how will
undesirable affects not overpower the advantages?
The implementation of the plan change follows a few steps as
follows (Lim, Daugherty, & Haddad, 2013).
1. The creation of a plan and defining the change
management process
2. Implementing change management strategy and monitor
before, during and after the change.
3. Have a backup policy in place in case the change is not
valid.
4. Evaluation-The change coordinator needs to see where the
change wasn’t practical, caused problems and whether it was
active.
5. Update the change management plan in case the initial plan
isn’t effective.
The potential barriers to implementation of the change plan may
come from both within the company or outside. Some of the
barriers may include being afraid when the management and
organization focuses more on being afraid of change as well as
lack of success rather than having the potential for growth it
makes it difficult to plan of the organization. (Rittenhouse,
2005).
To overcome these barriers, a bright and skillful approach is
introduced to tackle fast organizational growth as well as
complexity. An organization can break these barriers by
employing diligent, quality and highly effective project and
change management approach. Once you understand and manage
these barriers to change management, it will be easy to
implement the change. Eventually, everyone in the organization
5. will be comfortable to embrace the new change (Lokey, 2008).
Comment by Massey, Jennifer: There needs to be a
transition or header between these paragraphs.
There is need to assess the already implemented plan so that the
evaluated scheme may be used as a basis for a summary of a
situation. Evaluation of the change plan can also be useful when
it comes to salary increase or bonus. Especially, when the
change occurs for the best that everyone understands the
meaning of cultural diversity within the organization will go
hand in hand as change progresses and this will help the
organization grow and become successful (Poole & Van, 2004).
Comment by Massey, Jennifer: How will the plan be
evaluated? There should be headers dividing each section of the
paper.
Regarding this, there are different steps that will help to put my
organization on the right track for continuous high quality
improvement. The first step will define my stakeholders. My
stakeholders are the supporters, recipients, implementer and
decision makers related to this program. Getting them involved
early on will help you get different perspectives on the program
and establish common expectations. This helps to clarify goals
and objectives of the program you’ll evaluate, so everyone
understands its purpose (Carnell, 1982).
In the second step, I will conclude the data comparisons,
surveys, strengths, and weaknesses. You can compare the
evaluation information that pinpoints goals the program, against
the standards established by your stakeholders or funders (Poole
& Van,2004). Comment by Massey, Jennifer: Comment by
Massey, Jennifer: Per the professor, first person shouldn’t be
used in the paper
The third step is to present the research and making sure it is
used. It is important that all the challenging work you put into
program evaluation gets used for quality improvement. When
you turn in your findings it is important to know the values,
6. beliefs, and perceptions of your group; build on the
organization background and make sure it is common ground;
and state the purpose for your recommendations before you get
to the details of the plan.
The dissemination plan for this change plan is also significant
here because it depends entirely on the mode of communication
used to reach the target recipients. The success of my
dissemination relies on the number of people received the
information. I will use tools such as; web analytics, talking to
dissemination partners about audiences and distribution and
using the social media. We continue to strategize on the means
to ensure public health practitioners access this information, by
the following. Exploring the opportunities for relevancy, fill
gaps of need rather than re-inventing the wheel to create new
products and lastly, inform and re-inform our internal
stakeholders of these products (www.re-aim.org, 2017).
Comment by Massey, Jennifer: Overall, the paper has good
content. There needs to be some changes with the first person
writing. The paper should also be 2,000 words at least . There
could be more specifics to the change proposal topic to explain
the overall project.
References Comment by Massey, Jennifer: References
should be in alphabetical order
Top of Form
Institute of Medicine (U.S.). (2012). Evaluation of the Lovell
Federal Health Care Center merger: Findings, conclusions, and
recommendations.
Top of Form
Carnall, C. A. (1982). The evaluation of organizational change.
Aldershot, Hampshire, England: Gower.
Top of Form
Poole, M. S., & Van, V. A. H. (2004). Handbook of
organizational change and innovation. Oxford, UK: Oxford
University Press.
7. Top of Form
Maryland Energy Office., Massicot, P. O., & United States.
(1984). Appropriate technology information dissemination plan.
Baltimore, Md.: The Office.
Top of Form
International Monetary Fund, (2007). The General Data
Dissemination System: Guide for participants and users.
Washington, D.C: International Monetary Fund.
Top of Form
Mackowiak, T. J. (2005). An evaluation of planned change:
Accredited undergraduate athletic training educational
programs.
http://re-aim.org/, 2017
Lim, N., Haddad, A., Daugherty, L., Rand Corporation., & Rand
Corporation,. (2013). Implementation of the DOD Diversity and
Inclusion Strategic Plan: A framework for change through
accountability.
Oldfield, F., Past Global Changes., Changements Globaux du
Passé., & Past Global Changes. (1998). Status report and
implementation plan. Stockholm: The International Geosphere-
Biosphere Programme.
Holbeche, L. (2015). The agile organization: How to build an
innovative, sustainable and resilient business.
Hewitt-Taylor, J. (2013). Understanding and managing change
in healthcare: A step-by-step guide. Basingstoke: Palgrave
macmillan.
Flamholtz, E., & Randle, Y. (2012). Growing Pains:
Transitioning from an Entrepreneurship to a Professionally
Managed Firm. New York: John Wiley & Sons.
FAO Workshop on the Implementation of the FAO International
Guidelines for the Management of Deep-Sea Fisheries in the
High Seas--Challenges and Ways Forward, & Food and
Agriculture Organization of the United Nations,. (2011). Report
of the FAO Workshop on the Implementation of the FAO
International Guidelines for the Management of Deep-Sea
Fisheries in the High Seas--Challenges and Ways Forward:
8. Busan, Republic of Korea, 10-12 May 2010. Rome: Food and
Agriculture Organization of the United Nations.
Ren, W., Rittenhouse, P., Oak Ridge National Laboratory.,
United States., & United States. (2005). Gen IV Materials
Handbook Implementation Plan. Washington, D.C: United
States. Dept. of Energy.
www.ctb.ku.edu
Axner, D 1993. The Community leadership project curriculum
Bottom of Form
Bottom of Form
Bottom of Form
Bottom of Form
Bottom of Form
Bottom of Form
1
ENGL 143 Final Research Paper Rubric
Criteria
Levels of Achievement
Proficient Satisfactory Poor
Introduction (5%)
Provides context; includes thesis and
9. provides a clear scope
4 (4%) to 5 (5%)
Clearly provides all necessary
information and sets expectations
2 (2%) to 3 (3%)
Minor lack or excess of information;
minor lack of clarity
0 (0%) to 1 (1%)
Confusing, vague or lacking
Body Structure (5%)
Paragraphs focus on one major idea
each; transitions clearly show
relationships among ideas
4 (4%) to 5 (5%)
Paragraphs consistently meet
expectations; transitions very clear
2 (2%) to 3 (3%)
1-3 lapses in paragraphs; 1-3 problems
with transitions
0 (0%) to 1 (1%)
So many lapses in paragraphs or
problems with transitions that
comprehension is difficult
Conclusion (5%)
Decisively ends paper, provides
reflection as the future of rhetoric in
our electronic age
10. 4 (4%) to 5 (5%)
Ends paper with powerful impact; creates
a fully satisfying sense of completion
2 (2%) to 3 (3%)
Ending works, but may be weak or does
not create a good sense of completion
0 (0%) to 1 (1%)
Weak, confusing or missing ending
Content (30%)
Paper provides a clear outline of the
evolution of rhetoric and its influence
on our post-modern discourse;
speculates as to the future of rhetoric
in our electronic age; adequately
addresses the topic; source texts are
referenced as required
25 (25%) to 30 (30%)
Paper thoroughly discusses rhetoric’s
evolution and its influence; provides a
thought-provoking speculation as to the
future of rhetoric; supports analysis with
references to concepts discussed in
source texts; demonstrates a solid
understanding of the assignment
18 (18%) to 24 (24%)
Paper adequately responds to the topic;
length is adequate to address the topic;
there is a reference to concepts
discussed in source texts
0 (0%) to 17 (17%)
11. Paper does not respond effectively to
the topic; length is insufficient to
adequately address the topic;
reference to concepts discussed in
source texts missing or incomplete
Vocabulary (10%)
Appropriate; avoids jargon, slang, and
overly emotionally charged words
9 (9%) to 10 (10%)
Skillful word choice that is precise,
purposeful and appropriate in formality
7 (7%) to 8 (8%)
Relatively few minor errors
0 (0%) to 6 (6%)
So many errors that writing is difficult
to comprehend or offensive or
irrelevant
Writing Style (10%)
Variety of sentence constructions,
appropriate brevity, use of parallelism,
poetic effects (such as metaphor,
simile, alliteration)
9 (9%) to 10 (10%)
Pleasing variety of sentence
constructions; always effective and
appropriate brevity, use of parallelism
and/or poetic effects
7 (7%) to 8 (8%)
Relatively few minor errors
12. 0 (0%) to 6 (6%)
Errors detract significantly from
comprehension or create significant
distractions
Grammar (10%)
Fragments, run-ons, tense, voice,
agreement, spelling, punctuation
9 (9%) to 10 (10%)
Few to no errors (1% or less of
assignment word total)
7 (7%) to 8 (8%)
Some errors (less than 5% of word
total)
0 (0%) to 6 (6%)
Errors detract significantly from
comprehension
Sources – Number, Quality and
Variety (10%)
Sufficient (at least five), credible,
unbiased sources show an in-depth
exploration/points of view; draws on
the course texts as primary sources
9 (9%) to 10 (10%)
Significantly more than the minimum
required; clearly credible and unbiased;
effort beyond expectations; use of
primary and secondary sources
7 (7%) to 8 (8%)
13. At least the minimum required; most are
credible and unbiased; effort made to
ensure quality and depth
0 (0%) to 6 (6%)
Less than the minimum required; most
sources lack quality criteria (ex:
Wikipedia); no attempt to explore
various points of view
Sources – Integration and
Citation (15%)
Quoting, summarizing, and
paraphrasing; in-text citations and
references adhere to required style
13 (13%) to 15 (15%)
Sources interspersed with writer’s own
analysis or synthesis; quotes are less
than 10% of paper; 1-5 minor errors in
documentation
10 (10%) to 12 (12%)
Sources interspersed with writer’s own
work; quotes are less than 20% of
paper; more than 5 minor errors in
documentation
0 (0%) to 9 (9%)
Sources strung together with little of
the writer’s own work; quotes are 50%
or more of paper; citations missing or
with major errors; plagiarism
0115
14. Compose an original research paper (10 to 12 pages) on the
following topic:
Discuss the future of rhetoric in our electronic age. Look at
major theorists and movements, and how they have expanded
our current understanding of rhetoric. You might take a closer
look at concepts such as Deconstruction or the Rhetoric of
Display insofar as they influence our post-modern discourse.
You might note how rhetoric has substantially changed from the
classical model, and incorporate the different socio-political
climates and other factors relating to the degree of
influence/importance on our present-day rhetoric.
To support your observations, you must include at
least five references. You may use the required texts for the
course, the supplemental articles and speeches, or any other
source that supports your analysis.
For further understanding of contemporary rhetorical theory,
and to help prepare for the final paper, read the following
articles:
The Fate of Rhetoric in an Electronic Age (Links to an external
site.)Links to an external site.
Brooke, C. G. (1997, Spring). The fate of rhetoric in an
electronic age. Enculturation, 1(1). Retrieved from
http://enculturation.net/1_1/brooke.html
Saul/Paul and The Promise of Technological Reforms (Links to
an external site.)Links to an external site.
Metzger, D. (1997, Spring). Saul/Paul and the promise of
technological reforms.Enculturation, 1(1). Retrieved from
http://enculturation.net/1_1/metzger.html
Digital Rhetoric: Toward an Integrated Theory (Links to an
external site.)Links to an external site.
Zappen, J. P. (2005). Digital rhetoric: Toward an integrated
theory. Technical Communication Quarterly, 14(3), 319-325.
Retrieved from
http://gossettphd.org/library/zappen_digirhet.pdf
Recovering Delivery for Digital Rhetoric (Links to an external
15. site.)Links to an external site.
Porter, J. E. (2009). Recovering delivery for digital
rhetoric. Computers and Composition, 26(4), 207-
224. doi:http://dx.doi.org/10.1016/j.compcom.2009.09.004 (Lin
ks to an external site.)Links to an external site.
Should you have any questions regarding the parameters of this
paper, contact your instructor immediately for clarification.
Note: Your paper will be submitted to Turnitin, a plagiarism
detection service, to check for originality. Therefore, please be
careful to attribute facts, ideas, and quotations in your paper to
their original sources.
Research and Composition Guidelines
All papers must adhere to the guidelines below.
Format - papers shall include all of the following elements (not
counted toward required 10-12 pages of body text):
· title page (name, date, course title/section and instructor's
name, and paper title)
· an abstract
· page numbers
· properly formatted parenthetical references and "References"
list
Grading Rubric - use the following rubric as a guide when
drafting your paper (your instructor will use it to grade your
paper):
Final Research Paper Rubric (PDF)
Citing Sources - you must use at least five references within the
body of the paper, with proper APA citation format. Please feel
free to use the required texts for the class, especially when
citing passages in Plato or Aristotle (citations from these
assigned works should not come from an Internet source). No
more than 20 percent of your paper should be direct quotes. Any
direct quotes should be used to support your own analysis and
recommendations. Do not copy large sections of content
verbatim from other sources. Please keep in mind that when you
paraphrase material, provide specific dates/data, you must cite
the source of your information. For specifics in terms of
16. documentation style, please see APA and Other Style
References in the Academic Resources section of Start Here.
Note: While preparing your final research paper, be sure that
you fully understand the APA citation guidelines. You must
properly cite your required five (or more) references both in the
body of the paper—including quotation marks for direct
quotes—and at the end. You must also cite where you obtained
facts, ideas, images, and any other content, even if they are not
direct quotes. Failure to properly cite sources will open you to
serious charges of plagiarism and academic fraud, which could
result in unwanted disciplinary action. Don't take a chance. Cite
your references correctly.
Research and Documentation - all papers shall follow the APA
standard guidelines, including font style and size, spacing, and
margins, for research and documentation. You are encouraged to
purchase an APA style manual; however, you may also find
assistance in Academic Resources and online. Proper
documentation of sources is critical in preparing papers for this
course. Papers without proper documentation shall be returned
for revision.
1
Running head: CULTURAL DIVERSITY
4
Running head: CULTURAL DIVERSITY
6
Running head: CULTURAL DIVERSITY
Cultural Diversity
17. LaTosha Thomas
Grand Canyon University
11/19/2017
Instructor: Chavarria
Cultural Diversity
Barriers Needed to Evaluate the Project
In everyday life individuals can not overlook other cultures as if
it does not matter. Most individuals wish that they all can be
alike to avoid the way others may act towards them. Changing
for the best is to encourage individuals that it is time for a
change for everyone of all cultures throughout the world. A
person may encounter cultural diversity everywhere they may
go such as hospitals, schools, or stores but to make a difference
one must understand culture, act as an alliance against racism,
and form organizations for diverse groups to be able to stand
together (ctb.ku.edu, 2017).
A proposed solution is letting individuals open on how
they can overcome culture diversity even if it takes having
group talks every week, letting individuals know that not just
themselves feel down by the way others treat them and this
should be a wakeup call for the ones that have been in this
position before because it does matter if a person is Caucasian,
African-American, Latino, or any color culture diversity should
not be tolerated on the job. Individuals of any race allows us to
have a job every day. Group talks, counseling for ones that keep
having trouble, one on one reviews, and drop boxes on anything
18. that a person may be feeling (Axner, 1993).
The initiated outcome for this barrier would be making
sure that individuals of any culture would feel comfortable
during their visit at the hospital, around a physician or nurse.
What humans failed to understand is that we all had to learn
how to talk and write so there is not a difference with
individuals of any culture. Managers of all organizations need
to make sure that their facility is free of culture diversity due to
lawsuits (Axner, 1993).
The organizational resources are always needed to implement
and maintain the change of plan. Such resources may include
the health centers, voluntary guidance and counseling centers,
guidance, and counseling centers. The change of management
involves the consideration of success factors and the objectives.
The change management methodology has several factors of
success such as sense of urgency must be established, increase
the company’s capability for change, here company’s ought to
be flexible to embrace change, the proper communication
should be done from those evoking it to those affected,
engaging all levels of leadership, and integration of
management strategies with the change((Lim, Daugherty, &
Haddad, 2013).
The actual plan, in this case, is to try and use the universal
language of communication in the organization resources,
politeness, and the urge to extreme humbleness where necessary
to suit all kinds of clients (Lokey,2008).
Change Proposal: Implementation Plan- Cultural Diversity
Implementing the Plan to change cultural diversity
For the implementation of the plan, there are some stakeholders
who are very vital in support of the implementation of the
proposed plan. The psychologists, the medical officers, and the
CEO. The stakeholders are agent during the implementation
since they need to understand first before they inform others of
the change of plan. They are required to master the change well
to show others, the workers, and the interested parties how the
change is beneficial. The disadvantages should be known earlier
19. to avoid surprises (Oldfield, 1998).
Because of a change plan, the organization and its stakeholders
may experience both positive and negative impacts. More
interest is put on the positive effects that the plan may bring
about. Understanding the clients’ level of language of
communication and the use of common language is likely to
raise the rating of services offered in the organization.
Complete communication is where the recipient can encode the
exact information that is intended to reach him/her. Therefore,
trying to be in the shoes of a client involves some
compromising, tolerance, and accommodation of other people’s
cultures. A friendlier counselor is likely to get all the
information required to offer the best help possible. In general,
the change is expected to bring about better services in the
organization, hence positive effects. The stakeholders will
equally be affected positively by the best recommendations
from being more sociable (Hewitt-Taylor, 2013).
The implementation plan ought to take effect after one week of
the meeting committee of the stakeholders and the relevant
officials. The change plan will take its course strictly until
undesirable effects overpower the advantages.
The implementation of the plan change follows a few steps as
follows (Lim, Daugherty, & Haddad, 2013).
1. The creation of a plan and defining the change
management process
2. Implementing change management strategy and monitor
before, during and after the change.
3. Have a backup policy in place in case the change is not
valid.
4. Evaluation-The change coordinator needs to see where the
change wasn’t practical, caused problems and whether it was
active.
5. Update the change management plan in case the initial plan
isn’t effective.
The potential barriers to implementation of the change plan may
come from both within the company or outside. Some of the
20. barriers may include being afraid when the management and
organization focuses more on being afraid of change as well as
lack of success rather than having the potential for growth it
makes it difficult to plan of the organization. (Rittenhouse,
2005).
To overcome these barriers, a bright and skillful approach is
introduced to tackle fast organizational growth as well as
complexity. An organization can break these barriers by
employing diligent, quality and highly effective project and
change management approach. Once you understand and manage
these barriers to change management, it will be easy to
implement the change. Eventually, everyone in the organization
will be comfortable to embrace the new change (Lokey, 2008).
There is need to assess the already implemented plan so that the
evaluated scheme may be used as a basis for a summary of a
situation. Evaluation of the change plan can also be useful when
it comes to salary increase or bonus. Especially, when the
change occurs for the best that everyone understands the
meaning of cultural diversity within the organization will go
hand in hand as change progresses and this will help the
organization grow and become successful (Poole & Van, 2004).
Regarding this, there are different steps that will help to put my
organization on the right track for continuous high quality
improvement. The first step will define my stakeholders. My
stakeholders are the supporters, recipients, implementer and
decision makers related to this program. Getting them involved
early on will help you get different perspectives on the program
and establish common expectations. This helps to clarify goals
and objectives of the program you’ll evaluate, so everyone
understands its purpose (Carnell, 1982).
In the second step, I will conclude the data comparisons,
surveys, strengths, and weaknesses. You can compare the
evaluation information that pinpoints goals the program, against
the standards established by your stakeholders or funders (Poole
& Van,2004).
The third step is to present the research and making sure it is
21. used. It is important that all the challenging work you put into
program evaluation gets used for quality improvement. When
you turn in your findings it is important to know the values,
beliefs, and perceptions of your group; build on the
organization background and make sure it is common ground;
and state the purpose for your recommendations before you get
to the details of the plan.
Dissemination
The dissemination plan for this change plan is also significant
here because it depends entirely on the mode of communication
used to reach the target recipients. The success of my
dissemination relies on the number of people received the
information. I will use tools such as; web analytics, talking to
dissemination partners about audiences and distribution and
using the social media. We continue to strategize on the means
to ensure public health practitioners access this information, by
the following. Exploring the opportunities for relevancy, fill
gaps of need rather than re-inventing the wheel to create new
products and lastly, inform and re-inform our internal
stakeholders of these products (www.re-aim.org, 2017).
Timeline of Project
References
Top of Form
Institute of Medicine (U.S.). (2012). Evaluation of the Lovell
Federal Health Care Center merger: Findings, conclusions, and
recommendations.
Top of Form
Carnall, C. A. (1982). The evaluation of organizational change.
Aldershot, Hampshire, England: Gower.
Top of Form
Poole, M. S., & Van, V. A. H. (2004). Handbook of
organizational change and innovation. Oxford, UK: Oxford
University Press.
Top of Form
Maryland Energy Office., Massicot, P. O., & United States.
22. (1984). Appropriate technology information dissemination plan.
Baltimore, Md.: The Office.
Top of Form
International Monetary Fund, (2007). The General Data
Dissemination System: Guide for participants and users.
Washington, D.C: International Monetary Fund.
Top of Form
Mackowiak, T. J. (2005). An evaluation of planned change:
Accredited undergraduate athletic training educational
programs.
http://re-aim.org/, 2017
Lim, N., Haddad, A., Daugherty, L., Rand Corporation., & Rand
Corporation,. (2013). Implementation of the DOD Diversity and
Inclusion Strategic Plan: A framework for change through
accountability.
Oldfield, F., Past Global Changes., Changements Globaux du
Passé., & Past Global Changes. (1998). Status report and
implementation plan. Stockholm: The International Geosphere-
Biosphere Programme.
Holbeche, L. (2015). The agile organization: How to build an
innovative, sustainable and resilient business.
Hewitt-Taylor, J. (2013). Understanding and managing change
in healthcare: A step-by-step guide. Basingstoke: Palgrave
macmillan.
Flamholtz, E., & Randle, Y. (2012). Growing Pains:
Transitioning from an Entrepreneurship to a Professionally
Managed Firm. New York: John Wiley & Sons.
FAO Workshop on the Implementation of the FAO International
Guidelines for the Management of Deep-Sea Fisheries in the
High Seas--Challenges and Ways Forward, & Food and
Agriculture Organization of the United Nations,. (2011). Report
of the FAO Workshop on the Implementation of the FAO
International Guidelines for the Management of Deep-Sea
Fisheries in the High Seas--Challenges and Ways Forward:
Busan, Republic of Korea, 10-12 May 2010. Rome: Food and
Agriculture Organization of the United Nations.
23. Ren, W., Rittenhouse, P., Oak Ridge National Laboratory.,
United States., & United States. (2005). Gen IV Materials
Handbook Implementation Plan. Washington, D.C: United
States. Dept. of Energy.
www.ctb.ku.edu
Axner, D 1993. The Community leadership project curriculum
Bottom of Form
Bottom of Form
Bottom of Form
Bottom of Form
Bottom of Form
Bottom of Form
1