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Chapter 11 – From the chapter, we learned that the pattern of behavior arises from fundamental psychology and in particular, the following: a) our capacity for habitual behavior, b) the difference between intelligence as the manifestation of the coping mode of cognition and understanding as the manifestation of the pervasive optimization mode, and c) the phenomenon of authoritarianism as the need for external authority through a lack of understanding of one’s living environment. Andringa (2015), stated that the combination of these phenomena leads to a formal definition – the Bureaucratic Dynamic – this is where the prevalence of coercive formalization scales with what the author refers to as “institutional ignorance” – a measure of how well workers understand the consequences of their own actions both within the organization as well as the wider society… Q1 : The author argues that most people may agree with the notion that “All human activities benefit from some form of formalization, and that formalization allows automating routine tasks, to agree on how to collaborate, determine when and how tasks should be executed, and when they are finished.” The author offers key reason(s) why procedures should not be changed too often. Q2: Moore (2000) identifies that Public Value Management as an emerging new management paradigm that is not so much a response to an existing paradigm but a formulation of the role of nonprofits in modern society (Stoker 2006). In view of both the authors, Moore (2000) and Stoker (2006), public value management is a succinctly formulated public value scorecard in which an organization should target to balance three components: What are these components? .
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Chapter 11 – From the chapter, we learned that the pattern of beha.docx
Chapter 11
– From the chapter, we learned that the pattern of behavior arises from fundamental psychology and in particular, the following: a) our capacity for habitual behavior, b) the difference between intelligence as the manifestation of the coping mode of cognition and understanding as the manifestation of the pervasive optimization mode, and c) the phenomenon of authoritarianism as the need for external authority through a lack of understanding of one’s living environment. Andringa (2015), stated that the combination of these phenomena leads to a formal definition – the Bureaucratic Dynamic – this is where the prevalence of coercive formalization scales with what the author refers to as “institutional ignorance” – a measure of how well workers understand the consequences of their own actions both within the organization as well as the wider society…
Q1
: The author argue that most people may agree with the notion that “All human activities benefit from some form of formalization, and that formalization allows automating routine tasks, to agree on how to collaborate, determine when and how tasks should be executed, and when they are finished.” The author offers key reason(s) why procedures should not be changed too often.
what are those reasons? Provide a brief narrative "why procedures should not be changed too often"
Q2:
Moore (2000) identifies that Public Value Management as an emerging new management paradigm that is not so much a response to an existing paradigm but a formulation of the role of nonprofits in modern society (Stoker 2006). In view of both the authors, Moore (2000) and Stoker (2006), public value management is a succinctly formulated public value scorecard in which an organization should target to balance three components: What are these components?
identify and name those
three
components?
.
Chapter 11 – From the chapter, we learned that the pattern of .docx
Chapter 11
– From the chapter, we learned that the pattern of behavior arises from fundamental psychology and in particular, the following: a) our capacity for habitual behavior, b) the difference between intelligence as the manifestation of the coping mode of cognition and understanding as the manifestation of the pervasive optimization mode, and c) the phenomenon of authoritarianism as the need for external authority through a lack of understanding of one’s living environment.
On the same line of thought, Andringa (2015), stated that the combination of these phenomena leads to a formal definition – the Bureaucratic Dynamic – and this is where the prevalence of coercive formalization scales with what the author terms as “institutional ignorance” – a measure of how well workers understand the consequences of their own actions both within the organization as well as the wider society…
Q1:
In conclusion, the author presents a view that most people may agree with – that “All human activities benefit from some form of formalization, and that formalization allows automating routine tasks, to agree on how to collaborate, determine when and how tasks should be executed, and when they are finished.” The author offers a key reason(s) why procedures should not be changed too often. What are those reasons? Provide a brief explanation.
identify and name the three (4) reasons why procedures should not be changed too often
provide a short and clear narrative to support your responses
.
Chapter 10 – Policymakers are tasked with making decisions on
Chapter 10
– Policymakers are tasked with making decisions on issues characterized as wicked problems because of controversies, unknown relationships between causes and consequences, and uncertain futures. From this perspective, Moody and Gerrits (2015) think that its desirable to get decisions mapped ahead of the possible outcomes prior to the actual decision-making because that would generate certainty in ambiguous situations. Looking closely at the Technological perceptions, technology is thought to revolve around humans. It reflects on questions of who drives technology.
Q1: Please identify and name a few of those questions discussed in this debate and provide a brief explanation around your thoughts?
Chapter 11
– From the chapter, we learned that the pattern of behavior arises from fundamental psychology and in particular, the following: a) our capacity for habitual behavior, b) the difference between intelligence as the manifestation of the coping mode of cognition and understanding as the manifestation of the pervasive optimization mode, and c) the phenomenon of authoritarianism as the need for external authority through a lack of understanding of one’s living environment. On the same line of thought, Andringa (2015), stated that the combination of these phenomena leads to a formal definition – the Bureaucratic Dynamic – and this is where the prevalence of coercive formalization scales with what the author terms as “institutional ignorance” – a measure of how well workers understand the consequences of their own actions both within the organization as well as the wider society…
Q2: In conclusion, the author presents a view that most people may agree with – that “All human activities benefit from some form of formalization, and that formalization allows automating routine tasks, to agree on how to collaborate, determine when and how tasks should be executed, and when they are finished.” The author offers a key reason(s) why procedures should not be changed too often. What are those reasons? Provide a brief explanation.
...
Knowledge management application in organization require some rules and pract...
This document discusses several models of knowledge management that have been developed and applied in organizations. It describes the Von Krogh and Roos model, which differentiates between individual and social knowledge and sees knowledge as a system influenced by people's thinking and external environment. It also outlines the Nonaka-Takeuchi model of knowledge creation starting at the individual level and being converted into organizational knowledge. Additionally, it summarizes Choo's model of how organizations select and use information from the external environment, and Wiig's model focusing on organizing useful knowledge sources. Boisot's model views knowledge as derived from data through an observer's experience and considers knowledge diffusion between an observer and receiver.
Pedagogical Approaches
The five main approaches of psychology are behavioral, cognitive, biological, humanistic, and psychodynamic. The behavioral approach focuses on how environmental stimuli shape learning and behavior. The cognitive approach examines internal mental processes like thinking and memory. The biological approach studies how biology and neuroscience influence behavior. The humanistic approach emphasizes self-actualization, free will, and human potential. The psychodynamic approach developed by Freud focuses on unconscious thoughts and drives and their influence on behavior. Each approach provides a different perspective on understanding human behavior and the mind.
Chapter 4 Administration Responsibility The Key to Administrativ.docx
Chapter 4: Administration Responsibility: The Key to Administrative Ethics In order to access the following resource, click the links below. Watch the following segments from the full video listed below: Utilitarian Theory (segment 10 of 15) and Duty Theory (Segment 11 of 15). These video segments provide more information on two important theories in ethics. Films Media Group (Producer). (2004). Ethics: What is right [Video file]. Retrieved from https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=https://fod.infobase.com/PortalPl aylists.aspx?wID=273866&xtid=32706 The transcript for this video can be found by clicking on “Transcript” in the gray bar to the right of the video in the Films on Demand database. Unit Lesson Philosophical Theories: Related to Ethical Decision-Making Many theorists have concluded that several decision-making models exist that focus on consistent norms and have derived from society and individual impressions. The textbook cites several sources that are prominent in this field, and lists some of the well-known founders of these theories. Participants that develop topics of public policy, such as social equity, education, conflict resolution, or human rights, may base their decisionmaking on the beliefs related to certain philosophies. Utilitarianism: Approach Based on Consequences Based on consequences, an action may be right or wrong. Jeremy Bentham and John Steward Mills derived this theory that was completely based on reason. The authors did not want their theory based on religion or a particular societal level of norms. More so, Utilitarianism wanted everyone to have access to a thinking mind and is based off an idea of utility or usefulness. An abbreviated summary of Bentham and Mills theory can be summarized as “the greatest good, for the greatest number or population.” We can assume that “good” means happiness or pleasure for most people. Another concept closely related to this outcome is efficacy, which implies the “least desired input for greatest desired output.” Business and government usually take this strategy for different reasons – mainly associated with resources. If one thinks about successful business and government practices, the decision-making effort outcomes generally result in products and services that work best, cost least, and last the longest. The consumer mindset also uses this simple and natural buying process for decision-making. The successful business leader uses this variable for short and long-term investment decisions, and the public manager focuses on successful public services, which utilizes public funding in a prudent and wise fashion. Another public example is the government buying process where services and products are purchased though a competitive vetting process where needs, values, and timely delivery are critical components of the purchasing decision model. Efficacy also applies to students who UNIT II STUDY GUIDE Established Philosophies Affecting Public Eth ...
Chapter 3 Frameworks for Diagnosing Organizations What” to Change
Chapter 3 Frameworks for Diagnosing Organizations “What” to Change in an Organization
There is nothing as practical as a good theory.
—Kurt Lewin
Chapter Overview
· Change leaders need to understand both the process of making organizational modifications (the how to change as outlined in Chapter 2) and the ability to diagnose organizational problems and take actions to change an organization.
· Determining what needs changing requires clear organizational frameworks. Change leaders need to comprehend the complexity and interrelatedness of organizational components: how analysis needs to occur at different organizational levels, and how organizations and their environments will shift over time, requiring further analysis and action.
· This chapter outlines several frameworks that one can use to analyze organizational dynamics:
1. Nadler and Tushman’s Congruence Model balances the complexity needed for organizational analysis, and the simplicity needed for action planning and communication, and provides the over-arching structure for this book;
2. Sterman’s Systems Dynamics Model views the nonlinear and interactive nature of organizations;
3. Quinn’s Competing Values Model provides a framework that bridges individual and organizational levels of analysis;
4. Greiner’s Phases of Organizational Growth Model highlights organizational changes that will—inevitably—occur over time in organizations, from their infancy to maturity; this model is particularly useful for entrepreneurs who sometimes need to be reminded that change needs to occur, even in their small start-up organizations; and
5. Stacey’s Complexity Theory is introduced to highlight the interactive, time-dependent nature of organizations and their evolutionary processes.
• Each framework aids a change agent in diagnosing a particular kind of organizational issue and suggests remedies for what ails an institution.
In Chapter 2, we considered the process of change (the Change Path). In this chapter, we deal with what aspects of an organization to change. Differentiating the process from the content is sometimes confusing, but the rather unusual example below will highlight the difference.
Bloodletting is a procedure that was performed to help alleviate the ills of mankind. . . . In the early 19th century, adults with good health from the country districts of England were bled as regularly as they went to market; this was considered to be preventive medicine.1
The practice of bloodletting was based on a set of assumptions about how the body worked—bloodletting would diminish the quantity of blood in the system and thus lessen the redness, heat, and swelling that was occurring. As a result, people seemed to get better after this treatment—but only in the short term. The reality was that they were weakened by the loss of blood. As we know today, the so-called science of bloodletting was based on an inaccurate understanding of the body. It is likely that bloodletting professionals worked to imp ...
User Driven Social Enterprise 1 Sept 2010[1][1]
The person-system-role framework is considered an appropriate model to understand user-driven social enterprises. The starting point is the personal lived experiences of users and those who work with them. In transforming users into drivers of social enterprise, key roles like citizen and co-producer are important. Such personal experiences and roles are set within a context or system defined by its purpose or aim. Applying this framework to disability case studies, the authors identify that understanding lived experiences, valuing experiences of disability, promoting sharing and networking, clarifying organizational purpose, exploring co-production, and measuring user-driven enterprises are important for establishing and developing user-driven social enterprises.
Recommended
Chapter 11 – From the chapter, we learned that the pattern of beha.docx
Chapter 11
– From the chapter, we learned that the pattern of behavior arises from fundamental psychology and in particular, the following: a) our capacity for habitual behavior, b) the difference between intelligence as the manifestation of the coping mode of cognition and understanding as the manifestation of the pervasive optimization mode, and c) the phenomenon of authoritarianism as the need for external authority through a lack of understanding of one’s living environment. Andringa (2015), stated that the combination of these phenomena leads to a formal definition – the Bureaucratic Dynamic – this is where the prevalence of coercive formalization scales with what the author refers to as “institutional ignorance” – a measure of how well workers understand the consequences of their own actions both within the organization as well as the wider society…
Q1
: The author argue that most people may agree with the notion that “All human activities benefit from some form of formalization, and that formalization allows automating routine tasks, to agree on how to collaborate, determine when and how tasks should be executed, and when they are finished.” The author offers key reason(s) why procedures should not be changed too often.
what are those reasons? Provide a brief narrative "why procedures should not be changed too often"
Q2:
Moore (2000) identifies that Public Value Management as an emerging new management paradigm that is not so much a response to an existing paradigm but a formulation of the role of nonprofits in modern society (Stoker 2006). In view of both the authors, Moore (2000) and Stoker (2006), public value management is a succinctly formulated public value scorecard in which an organization should target to balance three components: What are these components?
identify and name those
three
components?
.
Chapter 11 – From the chapter, we learned that the pattern of .docx
Chapter 11
– From the chapter, we learned that the pattern of behavior arises from fundamental psychology and in particular, the following: a) our capacity for habitual behavior, b) the difference between intelligence as the manifestation of the coping mode of cognition and understanding as the manifestation of the pervasive optimization mode, and c) the phenomenon of authoritarianism as the need for external authority through a lack of understanding of one’s living environment.
On the same line of thought, Andringa (2015), stated that the combination of these phenomena leads to a formal definition – the Bureaucratic Dynamic – and this is where the prevalence of coercive formalization scales with what the author terms as “institutional ignorance” – a measure of how well workers understand the consequences of their own actions both within the organization as well as the wider society…
Q1:
In conclusion, the author presents a view that most people may agree with – that “All human activities benefit from some form of formalization, and that formalization allows automating routine tasks, to agree on how to collaborate, determine when and how tasks should be executed, and when they are finished.” The author offers a key reason(s) why procedures should not be changed too often. What are those reasons? Provide a brief explanation.
identify and name the three (4) reasons why procedures should not be changed too often
provide a short and clear narrative to support your responses
.
Chapter 10 – Policymakers are tasked with making decisions on
Chapter 10
– Policymakers are tasked with making decisions on issues characterized as wicked problems because of controversies, unknown relationships between causes and consequences, and uncertain futures. From this perspective, Moody and Gerrits (2015) think that its desirable to get decisions mapped ahead of the possible outcomes prior to the actual decision-making because that would generate certainty in ambiguous situations. Looking closely at the Technological perceptions, technology is thought to revolve around humans. It reflects on questions of who drives technology.
Q1: Please identify and name a few of those questions discussed in this debate and provide a brief explanation around your thoughts?
Chapter 11
– From the chapter, we learned that the pattern of behavior arises from fundamental psychology and in particular, the following: a) our capacity for habitual behavior, b) the difference between intelligence as the manifestation of the coping mode of cognition and understanding as the manifestation of the pervasive optimization mode, and c) the phenomenon of authoritarianism as the need for external authority through a lack of understanding of one’s living environment. On the same line of thought, Andringa (2015), stated that the combination of these phenomena leads to a formal definition – the Bureaucratic Dynamic – and this is where the prevalence of coercive formalization scales with what the author terms as “institutional ignorance” – a measure of how well workers understand the consequences of their own actions both within the organization as well as the wider society…
Q2: In conclusion, the author presents a view that most people may agree with – that “All human activities benefit from some form of formalization, and that formalization allows automating routine tasks, to agree on how to collaborate, determine when and how tasks should be executed, and when they are finished.” The author offers a key reason(s) why procedures should not be changed too often. What are those reasons? Provide a brief explanation.
...
Knowledge management application in organization require some rules and pract...
This document discusses several models of knowledge management that have been developed and applied in organizations. It describes the Von Krogh and Roos model, which differentiates between individual and social knowledge and sees knowledge as a system influenced by people's thinking and external environment. It also outlines the Nonaka-Takeuchi model of knowledge creation starting at the individual level and being converted into organizational knowledge. Additionally, it summarizes Choo's model of how organizations select and use information from the external environment, and Wiig's model focusing on organizing useful knowledge sources. Boisot's model views knowledge as derived from data through an observer's experience and considers knowledge diffusion between an observer and receiver.
Pedagogical Approaches
The five main approaches of psychology are behavioral, cognitive, biological, humanistic, and psychodynamic. The behavioral approach focuses on how environmental stimuli shape learning and behavior. The cognitive approach examines internal mental processes like thinking and memory. The biological approach studies how biology and neuroscience influence behavior. The humanistic approach emphasizes self-actualization, free will, and human potential. The psychodynamic approach developed by Freud focuses on unconscious thoughts and drives and their influence on behavior. Each approach provides a different perspective on understanding human behavior and the mind.
Chapter 4 Administration Responsibility The Key to Administrativ.docx
Chapter 4: Administration Responsibility: The Key to Administrative Ethics In order to access the following resource, click the links below. Watch the following segments from the full video listed below: Utilitarian Theory (segment 10 of 15) and Duty Theory (Segment 11 of 15). These video segments provide more information on two important theories in ethics. Films Media Group (Producer). (2004). Ethics: What is right [Video file]. Retrieved from https://libraryresources.columbiasouthern.edu/login?auth=CAS&url=https://fod.infobase.com/PortalPl aylists.aspx?wID=273866&xtid=32706 The transcript for this video can be found by clicking on “Transcript” in the gray bar to the right of the video in the Films on Demand database. Unit Lesson Philosophical Theories: Related to Ethical Decision-Making Many theorists have concluded that several decision-making models exist that focus on consistent norms and have derived from society and individual impressions. The textbook cites several sources that are prominent in this field, and lists some of the well-known founders of these theories. Participants that develop topics of public policy, such as social equity, education, conflict resolution, or human rights, may base their decisionmaking on the beliefs related to certain philosophies. Utilitarianism: Approach Based on Consequences Based on consequences, an action may be right or wrong. Jeremy Bentham and John Steward Mills derived this theory that was completely based on reason. The authors did not want their theory based on religion or a particular societal level of norms. More so, Utilitarianism wanted everyone to have access to a thinking mind and is based off an idea of utility or usefulness. An abbreviated summary of Bentham and Mills theory can be summarized as “the greatest good, for the greatest number or population.” We can assume that “good” means happiness or pleasure for most people. Another concept closely related to this outcome is efficacy, which implies the “least desired input for greatest desired output.” Business and government usually take this strategy for different reasons – mainly associated with resources. If one thinks about successful business and government practices, the decision-making effort outcomes generally result in products and services that work best, cost least, and last the longest. The consumer mindset also uses this simple and natural buying process for decision-making. The successful business leader uses this variable for short and long-term investment decisions, and the public manager focuses on successful public services, which utilizes public funding in a prudent and wise fashion. Another public example is the government buying process where services and products are purchased though a competitive vetting process where needs, values, and timely delivery are critical components of the purchasing decision model. Efficacy also applies to students who UNIT II STUDY GUIDE Established Philosophies Affecting Public Eth ...
Chapter 3 Frameworks for Diagnosing Organizations What” to Change
Chapter 3 Frameworks for Diagnosing Organizations “What” to Change in an Organization
There is nothing as practical as a good theory.
—Kurt Lewin
Chapter Overview
· Change leaders need to understand both the process of making organizational modifications (the how to change as outlined in Chapter 2) and the ability to diagnose organizational problems and take actions to change an organization.
· Determining what needs changing requires clear organizational frameworks. Change leaders need to comprehend the complexity and interrelatedness of organizational components: how analysis needs to occur at different organizational levels, and how organizations and their environments will shift over time, requiring further analysis and action.
· This chapter outlines several frameworks that one can use to analyze organizational dynamics:
1. Nadler and Tushman’s Congruence Model balances the complexity needed for organizational analysis, and the simplicity needed for action planning and communication, and provides the over-arching structure for this book;
2. Sterman’s Systems Dynamics Model views the nonlinear and interactive nature of organizations;
3. Quinn’s Competing Values Model provides a framework that bridges individual and organizational levels of analysis;
4. Greiner’s Phases of Organizational Growth Model highlights organizational changes that will—inevitably—occur over time in organizations, from their infancy to maturity; this model is particularly useful for entrepreneurs who sometimes need to be reminded that change needs to occur, even in their small start-up organizations; and
5. Stacey’s Complexity Theory is introduced to highlight the interactive, time-dependent nature of organizations and their evolutionary processes.
• Each framework aids a change agent in diagnosing a particular kind of organizational issue and suggests remedies for what ails an institution.
In Chapter 2, we considered the process of change (the Change Path). In this chapter, we deal with what aspects of an organization to change. Differentiating the process from the content is sometimes confusing, but the rather unusual example below will highlight the difference.
Bloodletting is a procedure that was performed to help alleviate the ills of mankind. . . . In the early 19th century, adults with good health from the country districts of England were bled as regularly as they went to market; this was considered to be preventive medicine.1
The practice of bloodletting was based on a set of assumptions about how the body worked—bloodletting would diminish the quantity of blood in the system and thus lessen the redness, heat, and swelling that was occurring. As a result, people seemed to get better after this treatment—but only in the short term. The reality was that they were weakened by the loss of blood. As we know today, the so-called science of bloodletting was based on an inaccurate understanding of the body. It is likely that bloodletting professionals worked to imp ...
User Driven Social Enterprise 1 Sept 2010[1][1]
The person-system-role framework is considered an appropriate model to understand user-driven social enterprises. The starting point is the personal lived experiences of users and those who work with them. In transforming users into drivers of social enterprise, key roles like citizen and co-producer are important. Such personal experiences and roles are set within a context or system defined by its purpose or aim. Applying this framework to disability case studies, the authors identify that understanding lived experiences, valuing experiences of disability, promoting sharing and networking, clarifying organizational purpose, exploring co-production, and measuring user-driven enterprises are important for establishing and developing user-driven social enterprises.
Henry Mintzberg - A Modern Thinker in Management Discipline
Henry Mintzberg - A Modern Thinker in Management DisciplinePrince Sattam Bin Abdulaziz University, Al Kharj, Riyadh Province, Kingdom of Saudi Arabia
Henry Mintzberg is an internationally renowned academic and author on business management. He received his undergraduate degree in mechanical engineering and his PhD from MIT Sloan School of Management. Mintzberg developed several influential frameworks for understanding organizations, including organizational configurations that describe five valid organizational structures. He also identified 10 distinct managerial roles that describe the variety of activities managers engage in. Mintzberg's work emphasizes the importance of understanding what managers actually do in practice.Agent-Based Modeling for Sociologists
Agent-Based Modeling for Sociologists is a crash course on how to build ABM in the social sciences. This presentation has an introduction to OOP and then discusses three models in details, along with their NetLogo implementation
Chapter 3 Frameworks for Diagnosing Organizations What” to Change.docx
Chapter 3 Frameworks for Diagnosing Organizations “What” to Change in an Organization
There is nothing as practical as a good theory.
—Kurt Lewin
Chapter Overview
· Change leaders need to understand both the process of making organizational modifications (the how to change as outlined in Chapter 2) and the ability to diagnose organizational problems and take actions to change an organization.
· Determining what needs changing requires clear organizational frameworks. Change leaders need to comprehend the complexity and interrelatedness of organizational components: how analysis needs to occur at different organizational levels, and how organizations and their environments will shift over time, requiring further analysis and action.
· This chapter outlines several frameworks that one can use to analyze organizational dynamics:
1 Nadler and Tushman’s Congruence Model balances the complexity needed for organizational analysis, and the simplicity needed for action planning and communication, and provides the over-arching structure for this book;
2 Sterman’s Systems Dynamics Model views the nonlinear and interactive nature of organizations;
3 Quinn’s Competing Values Model provides a framework that bridges individual and organizational levels of analysis;
4 Greiner’s Phases of Organizational Growth Model highlights organizational changes that will—inevitably—occur over time in organizations, from their infancy to maturity; this model is particularly useful for entrepreneurs who sometimes need to be reminded that change needs to occur, even in their small start-up organizations; and
5 Stacey’s Complexity Theory is introduced to highlight the interactive, time-dependent nature of organizations and their evolutionary processes. • Each framework aids a change agent in diagnosing a particular kind of organizational issue and suggests remedies for what ails an institution.
In Chapter 2, we considered the process of change (the Change Path). In this chapter, we deal with what aspects of an organization to change. Differentiating the process from the content is sometimes confusing, but the rather unusual example below will highlight the difference.
Bloodletting is a procedure that was performed to help alleviate the ills of mankind. . . . In the early 19th century, adults with good health from the country districts of England were bled as regularly as they went to market; this was considered to be preventive medicine.1
The practice of bloodletting was based on a set of assumptions about how the body worked—bloodletting would diminish the quantity of blood in the system and thus lessen the redness, heat, and swelling that was occurring. As a result, people seemed to get better after this treatment—but only in the short term. The reality was that they were weakened by the loss of blood. As we know today, the so-called science of bloodletting was based on an inaccurate understanding of the body. It is likely that bloodletting professionals worked to improve ...
ED 526 Weekly Discussion #5 Learning for Justice”Part 1
ED 526: Weekly Discussion #5:
“Learning for Justice”
Part 1
This week's discussion will focus on the website Learning for Justice. Review the website below in detail, select one self-guided learning workshop, complete the workshop, reflect on the experience by answering the questions identified in the workshop under "Reflect On,".
Part 2
Post under discussion in 200 words your experience on the website and reflect on your completed workshop you chose and pose one question for your peers to reflect and respond to.
Part 3
Students are to answer the discussion question by , and respond to two peers.
Website:
https://www.learningforjustice.org/magazine/our-new-name-learning-for-justice
The creation of the English-language version of these publications is Þ nanced in
the framework of contract No. 607/P-DUN/2018 by the Ministry of Science and
Higher Education committed to activities aimed at the promotion of education.
* Marcin Nowak – dr in ., Faculty of Engineering Management, Poznan University of Technology.
https://orcid.org/0000-0001-5005-7820.
** Joanna Ziomek – mgr in ., Faculty of Engineering Management, Poznan University of Technology.
https://orcid.org/0000-0002-7750-0527.
Correspondence address: Faculty of Engineering Management, Poznan University of Technology, 11 Strze-
lecka Str., 60-965 Pozna , Poland; e-mail: [email protected]; [email protected]
Problemy Zarz dzania – Management Issues, vol. 17, no. 2(82): 142 –154
ISSN 1644-9584, © Wydzia Zarz dzania UW
DOI 10.7172/1644-9584.82.7
Intuitive and Rational Cognition
in the Theory and Practice of Management Sciences
Submitted: 11.01.19 | Accepted: 26.03.19
Marcin Nowak*, Joanna Ziomek**
The aim of this study is to explain the role of rational and intuitive cognition in the theory and practice
of management. The ar ticle presents a synthetic review of definitions and ways of interpreting the
concept of intuition. Subsequently, a conceptual apparatus for rational judgments, intuitive judgments,
and intuition as a special type of skills is proposed. On the basis of the four-stage model of the creative
process and the model of System 1 and System 2, the role of intuition in the work of management
theoretician is explained. Using the four-stage model of competence, the role of intuition in the process
of making managerial decisions is explained. The study shows that intuition is a key skill in the theory
and practice of management.
Keywords: intuition, intuitive judgment, intuitive cognition, managerial decisions, epistemology of
management sciences.
Poznanie intuicyjne i rozumowe w teorii i praktyce nauk
o zarz dzaniu
Nades any: 11.01.19 | Zaakceptowany do druku: 26.03.19
Celem niniejszego opracowania jest wyja nienie roli poznania rozumowego i intuicyjnego w teorii i praktyce
zarz dzania. W artykule przedstawiono syntetyczny przegl d definicji i sposobu interpretowania poj cia
intuicji. Nast pnie zaproponowano aparat poj ciowy dotycz cy ...
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The essay opens by defining organizational structure as the framework for how job tasks are divided and how information flows within a company. It states that structure provides the foundation for how a business is operated and managed. The second paragraph then
2010 cognitive science informing the design of attention aware social systems
Presented at the Workshop:
“Management and Governance of Online Communities”
27 May 2010, Paris
Organized by the Orange’s Chair "Innovation and regulation in digital services“
of Ecole Polytechnique, and Télécom ParisTech
Knowledge management
This document discusses several models of knowledge management:
1. Von Krogh and Roos's organizational epistemology model distinguishes between individual and social knowledge. It identifies barriers to knowledge management.
2. Nonaka and Takeuchi's SECI model describes how tacit and explicit knowledge is created and shared through socialization, externalization, combination, and internalization.
3. Frid's KM model defines five levels of KM maturity from chaotic to knowledge-centric.
Theories And Models of management PPT
This document discusses several theories and models of nursing management, including:
1) Henry Mintzberg's view that managers base decisions on "soft data" from informal conversations rather than objective analysis, and that managers fulfill 10 roles including figurehead, leader, and monitor.
2) W. Ouchi's "Theory Z" which calls for long-term employment and a combination of specialized and generalized training based on Japanese management principles.
3) Systems theory approaches that view organizations as purposeful, unified systems composed of interrelated parts that are also interrelated with the environment.
Organisational behaviour part 1
1. The Global Data Research Centre develops case studies in management areas like organizational behavior and managerial psychology. It wants to expand into new areas like finance and accounting.
2. The director, Sunil Verma, established a process for efficient case development using research associates working in teams. Each team writes cases and teaching notes within strict deadlines.
3. The case development process involves topic selection, writing the case study, content editing, quality reviews, and comprehensive reading before publication. The goal is to produce high-quality cases and teaching notes on time.
Collaboration in virtual communities: a neuroscience approach
Presented at the:
The 5th International Doctoral Consortium on Intellectual Capital Management
May 30, 2012
Organised by
The European Chair On Intellectual Capital Management
Faculté Jean Monnet, University Paris-Sud,
54 Bd Desgranges , 92330 Sceaux
Note:
As of now, the proposed experimentations are just suggested ideas.
Overview Of South African Public Management
The document discusses the feasibility of management in the public sector as an organizational paradigm and new model for organizational development. It reviews literature exploring change management strategies from a public sector project management perspective. The literature suggests that employee participation, effective feedback, and empowering subordinate staff are crucial to transforming public organizations. The proposal hypothesizes that establishing long-term productivity advantages throughout the organization is also important.
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Structured Observation
Gordon Training International whitepaper
This document summarizes research on the benefits of participative leadership and democratic workplaces. It finds that replacing top-down management styles with two-way communication and participative decision-making is correlated with increased profitability, productivity and employee satisfaction. While the concept of democratic workplaces has existed since the 1920s, implementing such models requires training managers in skills like communication and conflict resolution. The document reviews studies from the past 50 years that consistently find a link between participative management practices and improved financial performance. It recommends organizations focus on building skills in managers to develop empathic relationships with employees before implementing other cultural changes.
Chapter 3 - HCI Human Factors Cognition Perception.pptx
Human factors and cognition must be considered in HCI design. Cognition involves how we process and understand information. Key cognitive theories for HCI include information processing models, which view interaction as involving sensory memory, working memory, and long-term memory. Mental models and conceptual models help explain how users understand a system. Gulf of execution and evaluation describe differences between user goals/mental models and the actual system. Distributed and external cognition frameworks emphasize how knowledge is situated across internal and external representations. Embodied interaction also notes how the body influences cognition. Perception involves visual, auditory, and haptic senses. Constructivist and ecological theories describe how perception involves constructing meaning or directly detecting information. Gestalt laws and affordances respectively influence how
Organisation theories
The document discusses several theories of organization:
1. Classical theory viewed organizations as machines and workers as cogs, with the goal of efficiency. Neoclassical theory emphasized good human relations and social factors.
2. Bureaucratic theory examines organizations as systems of rules and authority. Weber's theory of bureaucracy defined its key features.
3. Systems theory views organizations as complex systems of interrelated elements and environments. Changes in one element impact others.
4. Contingency theory posits that the best organization structure depends on external factors like environment, strategy, and technology. Different structures suit different situations.
7 Best Paper Writing Services In 2019. Online assignment writing service.
This document summarizes a 3-day food intake journal. It discusses the benefits of good nutrition such as maintaining a healthy weight and providing energy. It then summarizes the individual's food intake over 3 days, noting meals and snacks. The individual realizes they need to add more variety, whole fruits, vegetables, and water. They also discuss how insufficient amounts of proteins, carbohydrates, fats and fiber can contribute to health issues if consumed in improper amounts. The individual expresses a desire to increase their health and nutrition going forward.
Developments in public management theory
50+ years of public management theory. A history of public management theory as it applies to public administration.
Knowledge manageability paradigm
Describes a four-quadrant framework for managing knowledge: authoritative hierarchy, organizational structure, negotiated agreement, and responsible autonomy.
soc. sci 209.pptx
This document discusses several theories and concepts related to organizational structure and development:
1. It defines organization as a mechanism for administration to direct, coordinate, and control business operations with a clear division of labor and responsibilities.
2. Several theorists see organizations as having differentiated sub-systems including production, support, maintenance, adaptive, and managerial functions.
3. Modern organization theory holds that organizations have undergone major changes in emphasis from personal rights to impersonal tasks, and in adapting to constant change.
CompetencyAnalyze how human resource standards and practices.docx
Competency
Analyze how human resource standards and practices within the healthcare field support organizational mission, visions, and values.
Scenario
Wynn Regional Medical Center (WRMC) is the premier hospital in your area. The hospital has been in your city for over 100 years. Over the past decade, the hospital has been losing money for various reasons, though primarily due to uncompensated care. You were recently hired as the Vice President for Human Resources at WRMC, and part of your responsibilities include presenting historical information to participants of the new employee orientation.
Instructions
Create a PowerPoint presentation detailing the changing nature of the healthcare workforce. The presentation should contain speaker notes for each slide or voiceover narration. The presentation should address the following topics and questions:
Historical information on the changing healthcare workforce
How have legislation and policies changed in the past decade?
How have patient demographics changed in the past decade (baby boomers, generation X, millennials, ethnicities)?
How have patient centric approaches changed in the past decade (use of the Internet and social media to gather health information)?
Challenges associated with the changing healthcare workforce
What are some of the challenges associated with the policy and legislative changes?
What are some challenges associated with demographic changes?
What are some of the challenges associated with patients “researching” their own health instead of going to the doctor?
Current state of healthcare
What have been some of the improvements to the healthcare system over the last decade?
Resources
This
link
has information for creating a PowerPoint presentation.
Here is a
link
to information about adding speaker notes.
Here is a
link
to information about creating a voiceover narration using Screencast-O-Matic.
GRADING RUBRICS:
1.Clear and thorough explanation of the history of the changing healthcare workforce. Includes comprehensive descriptions with multiple supporting examples for each of the SUB-BULLET POINTS.
2. Clear and thorough discussion of the challenges associated with the changing healthcare workforce. Includes comprehensive descriptions with multiple supporting examples for each of the SUB-BULLET POINTS.
3. Comprehensive analysis of the current state of healthcare.
Includes a clear and thorough assessment of improvements to the healthcare system over the last decade and supports assertions with multiple supporting examples.
.
CompetencyAnalyze financial statements to assess performance.docx
Competency
Analyze financial statements to assess performance and to ensure organizational improvement and long-term viability
.
Scenario
In an ongoing effort to explore the feasibility of expanding services into rural areas of the state, leadership at Memorial Hospital has determined that conducting a review of its financial condition will be essential to ensuring the organization’s ability to successfully achieve its expansion goals.
Instructions
The CFO has provided you with a copy of the organization’s
financial statements
. This information will be critical in evaluating the organization’s financial capacity to support the proposed expansion of services into the rural areas of the state.
You are asked to review these financial statements (which include the Income Statement, Statement of Cash Flows, and the Balance Sheet) and prepare an executive summary outlining the financial strength of the organization and evidence to support the expansion. Your executive summary should include the following:
An overview of the issue.
A review of critical financial ratios (Liquidity, Solvency, Profitability, and Efficiency) based on financial statements.
Inferences of forecasts, estimates, interpretations, and conclusions based on the key ratios.
Provide a recommendation based on ration analysis.
Resources
This
link
has information for creating an executive summary.
Grading Rubric:
1.
Comprehensive identification of summary of the issue. Includes multiple examples or supporting details.
2. Clear and thorough review of critical financial ratios--Liquidity, Solvency, Profitability, and Efficiency--based on financial statements. Includes multiple examples or supporting details per topic.
3. Clear and thorough inferences of forecasts, estimates, interpretations, and conclusions based on the key ratios. Includes multiple examples or supporting details per topic.
4. Comprehensive recommendation, based on ration analysis. Includes multiple examples or supporting details.
.
CompetencyAnalyze ethical and legal dilemmas that healthcare.docx
Competency
Analyze ethical and legal dilemmas that healthcare workers may encounter in the medical field.
Instructions
You have recently been promoted to Health Services Manager at Three Mountains Regional Hospital, a small hospital located in a mid-size city in the Midwest. Three Mountains is a general medical and surgical facility with 400 beds. Last year there were approximately 62,000 emergency visits and 15,000 admissions. More than 6,000 outpatient and 10,000 inpatient surgeries were performed.
An important aspect of the provider/patient relationship pertains to open communication and trust. Patients want to know that their doctors and the support staff associated with their care understand their wishes and will abide by them. Ideally, these conversations happen well before an emergency or procedure takes place; however, often times this information is missing from a patient's file. As part of Three Mountains' initiative to build trust with their patients, an increased emphasis has been placed on obtaining living wills from the patient as part of the intake process to ensure that the healthcare team has written directives of the patient's wishes in case of incapacitation. You will be creating a living will for a patient and provide educational information as to why the patient should fill it out during the admission process before a procedure.
Introduction:
Explain the definition of a living will and its key components. This section will provide an educational overview of the document for the patient.
Living Will Template:
Create a living will that can serve as a template to the patients. This should cover the basic treatment issues such as resuscitation, feeding tubes, ventilation, organ and tissue donations, etc. Provide instructions in the template that can be easily altered, depending on each patient's wishes.
Summary:
In this section, you will discuss the importance of this document and encourage patients to complete it. Address how this document ensures that a patient's wishes are known and followed by the healthcare team.
NOTE
- APA formatting and proper grammar, punctuation, and form required. APA help is available
here.
.
More Related Content
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Henry Mintzberg - A Modern Thinker in Management Discipline
Henry Mintzberg - A Modern Thinker in Management DisciplinePrince Sattam Bin Abdulaziz University, Al Kharj, Riyadh Province, Kingdom of Saudi Arabia
Henry Mintzberg is an internationally renowned academic and author on business management. He received his undergraduate degree in mechanical engineering and his PhD from MIT Sloan School of Management. Mintzberg developed several influential frameworks for understanding organizations, including organizational configurations that describe five valid organizational structures. He also identified 10 distinct managerial roles that describe the variety of activities managers engage in. Mintzberg's work emphasizes the importance of understanding what managers actually do in practice.Agent-Based Modeling for Sociologists
Agent-Based Modeling for Sociologists is a crash course on how to build ABM in the social sciences. This presentation has an introduction to OOP and then discusses three models in details, along with their NetLogo implementation
Chapter 3 Frameworks for Diagnosing Organizations What” to Change.docx
Chapter 3 Frameworks for Diagnosing Organizations “What” to Change in an Organization
There is nothing as practical as a good theory.
—Kurt Lewin
Chapter Overview
· Change leaders need to understand both the process of making organizational modifications (the how to change as outlined in Chapter 2) and the ability to diagnose organizational problems and take actions to change an organization.
· Determining what needs changing requires clear organizational frameworks. Change leaders need to comprehend the complexity and interrelatedness of organizational components: how analysis needs to occur at different organizational levels, and how organizations and their environments will shift over time, requiring further analysis and action.
· This chapter outlines several frameworks that one can use to analyze organizational dynamics:
1 Nadler and Tushman’s Congruence Model balances the complexity needed for organizational analysis, and the simplicity needed for action planning and communication, and provides the over-arching structure for this book;
2 Sterman’s Systems Dynamics Model views the nonlinear and interactive nature of organizations;
3 Quinn’s Competing Values Model provides a framework that bridges individual and organizational levels of analysis;
4 Greiner’s Phases of Organizational Growth Model highlights organizational changes that will—inevitably—occur over time in organizations, from their infancy to maturity; this model is particularly useful for entrepreneurs who sometimes need to be reminded that change needs to occur, even in their small start-up organizations; and
5 Stacey’s Complexity Theory is introduced to highlight the interactive, time-dependent nature of organizations and their evolutionary processes. • Each framework aids a change agent in diagnosing a particular kind of organizational issue and suggests remedies for what ails an institution.
In Chapter 2, we considered the process of change (the Change Path). In this chapter, we deal with what aspects of an organization to change. Differentiating the process from the content is sometimes confusing, but the rather unusual example below will highlight the difference.
Bloodletting is a procedure that was performed to help alleviate the ills of mankind. . . . In the early 19th century, adults with good health from the country districts of England were bled as regularly as they went to market; this was considered to be preventive medicine.1
The practice of bloodletting was based on a set of assumptions about how the body worked—bloodletting would diminish the quantity of blood in the system and thus lessen the redness, heat, and swelling that was occurring. As a result, people seemed to get better after this treatment—but only in the short term. The reality was that they were weakened by the loss of blood. As we know today, the so-called science of bloodletting was based on an inaccurate understanding of the body. It is likely that bloodletting professionals worked to improve ...
ED 526 Weekly Discussion #5 Learning for Justice”Part 1
ED 526: Weekly Discussion #5:
“Learning for Justice”
Part 1
This week's discussion will focus on the website Learning for Justice. Review the website below in detail, select one self-guided learning workshop, complete the workshop, reflect on the experience by answering the questions identified in the workshop under "Reflect On,".
Part 2
Post under discussion in 200 words your experience on the website and reflect on your completed workshop you chose and pose one question for your peers to reflect and respond to.
Part 3
Students are to answer the discussion question by , and respond to two peers.
Website:
https://www.learningforjustice.org/magazine/our-new-name-learning-for-justice
The creation of the English-language version of these publications is Þ nanced in
the framework of contract No. 607/P-DUN/2018 by the Ministry of Science and
Higher Education committed to activities aimed at the promotion of education.
* Marcin Nowak – dr in ., Faculty of Engineering Management, Poznan University of Technology.
https://orcid.org/0000-0001-5005-7820.
** Joanna Ziomek – mgr in ., Faculty of Engineering Management, Poznan University of Technology.
https://orcid.org/0000-0002-7750-0527.
Correspondence address: Faculty of Engineering Management, Poznan University of Technology, 11 Strze-
lecka Str., 60-965 Pozna , Poland; e-mail: [email protected]; [email protected]
Problemy Zarz dzania – Management Issues, vol. 17, no. 2(82): 142 –154
ISSN 1644-9584, © Wydzia Zarz dzania UW
DOI 10.7172/1644-9584.82.7
Intuitive and Rational Cognition
in the Theory and Practice of Management Sciences
Submitted: 11.01.19 | Accepted: 26.03.19
Marcin Nowak*, Joanna Ziomek**
The aim of this study is to explain the role of rational and intuitive cognition in the theory and practice
of management. The ar ticle presents a synthetic review of definitions and ways of interpreting the
concept of intuition. Subsequently, a conceptual apparatus for rational judgments, intuitive judgments,
and intuition as a special type of skills is proposed. On the basis of the four-stage model of the creative
process and the model of System 1 and System 2, the role of intuition in the work of management
theoretician is explained. Using the four-stage model of competence, the role of intuition in the process
of making managerial decisions is explained. The study shows that intuition is a key skill in the theory
and practice of management.
Keywords: intuition, intuitive judgment, intuitive cognition, managerial decisions, epistemology of
management sciences.
Poznanie intuicyjne i rozumowe w teorii i praktyce nauk
o zarz dzaniu
Nades any: 11.01.19 | Zaakceptowany do druku: 26.03.19
Celem niniejszego opracowania jest wyja nienie roli poznania rozumowego i intuicyjnego w teorii i praktyce
zarz dzania. W artykule przedstawiono syntetyczny przegl d definicji i sposobu interpretowania poj cia
intuicji. Nast pnie zaproponowano aparat poj ciowy dotycz cy ...
The Structure Of A Building
This essay discusses the importance of organizational structure for businesses. It begins by defining organizational structure and explaining its purpose. The second paragraph discusses three main types of organizational structures - functional, divisional, and matrix structures. The third paragraph analyzes factors that influence the choice of organizational structure, such as a company's strategy, size, and industry. The conclusion restates the key role of organizational structure in allowing businesses to operate efficiently.
The essay opens by defining organizational structure as the framework for how job tasks are divided and how information flows within a company. It states that structure provides the foundation for how a business is operated and managed. The second paragraph then
2010 cognitive science informing the design of attention aware social systems
Presented at the Workshop:
“Management and Governance of Online Communities”
27 May 2010, Paris
Organized by the Orange’s Chair "Innovation and regulation in digital services“
of Ecole Polytechnique, and Télécom ParisTech
Knowledge management
This document discusses several models of knowledge management:
1. Von Krogh and Roos's organizational epistemology model distinguishes between individual and social knowledge. It identifies barriers to knowledge management.
2. Nonaka and Takeuchi's SECI model describes how tacit and explicit knowledge is created and shared through socialization, externalization, combination, and internalization.
3. Frid's KM model defines five levels of KM maturity from chaotic to knowledge-centric.
Theories And Models of management PPT
This document discusses several theories and models of nursing management, including:
1) Henry Mintzberg's view that managers base decisions on "soft data" from informal conversations rather than objective analysis, and that managers fulfill 10 roles including figurehead, leader, and monitor.
2) W. Ouchi's "Theory Z" which calls for long-term employment and a combination of specialized and generalized training based on Japanese management principles.
3) Systems theory approaches that view organizations as purposeful, unified systems composed of interrelated parts that are also interrelated with the environment.
Organisational behaviour part 1
1. The Global Data Research Centre develops case studies in management areas like organizational behavior and managerial psychology. It wants to expand into new areas like finance and accounting.
2. The director, Sunil Verma, established a process for efficient case development using research associates working in teams. Each team writes cases and teaching notes within strict deadlines.
3. The case development process involves topic selection, writing the case study, content editing, quality reviews, and comprehensive reading before publication. The goal is to produce high-quality cases and teaching notes on time.
Collaboration in virtual communities: a neuroscience approach
Presented at the:
The 5th International Doctoral Consortium on Intellectual Capital Management
May 30, 2012
Organised by
The European Chair On Intellectual Capital Management
Faculté Jean Monnet, University Paris-Sud,
54 Bd Desgranges , 92330 Sceaux
Note:
As of now, the proposed experimentations are just suggested ideas.
Overview Of South African Public Management
The document discusses the feasibility of management in the public sector as an organizational paradigm and new model for organizational development. It reviews literature exploring change management strategies from a public sector project management perspective. The literature suggests that employee participation, effective feedback, and empowering subordinate staff are crucial to transforming public organizations. The proposal hypothesizes that establishing long-term productivity advantages throughout the organization is also important.
Structured Essay
Structure and Agency Essay
Mg/561 Organizational Structure
Organizational Structure Essay examples
Essay about Organizational Structures
Structures of Proteins Essay
Structured Observation
Gordon Training International whitepaper
This document summarizes research on the benefits of participative leadership and democratic workplaces. It finds that replacing top-down management styles with two-way communication and participative decision-making is correlated with increased profitability, productivity and employee satisfaction. While the concept of democratic workplaces has existed since the 1920s, implementing such models requires training managers in skills like communication and conflict resolution. The document reviews studies from the past 50 years that consistently find a link between participative management practices and improved financial performance. It recommends organizations focus on building skills in managers to develop empathic relationships with employees before implementing other cultural changes.
Chapter 3 - HCI Human Factors Cognition Perception.pptx
Human factors and cognition must be considered in HCI design. Cognition involves how we process and understand information. Key cognitive theories for HCI include information processing models, which view interaction as involving sensory memory, working memory, and long-term memory. Mental models and conceptual models help explain how users understand a system. Gulf of execution and evaluation describe differences between user goals/mental models and the actual system. Distributed and external cognition frameworks emphasize how knowledge is situated across internal and external representations. Embodied interaction also notes how the body influences cognition. Perception involves visual, auditory, and haptic senses. Constructivist and ecological theories describe how perception involves constructing meaning or directly detecting information. Gestalt laws and affordances respectively influence how
Organisation theories
The document discusses several theories of organization:
1. Classical theory viewed organizations as machines and workers as cogs, with the goal of efficiency. Neoclassical theory emphasized good human relations and social factors.
2. Bureaucratic theory examines organizations as systems of rules and authority. Weber's theory of bureaucracy defined its key features.
3. Systems theory views organizations as complex systems of interrelated elements and environments. Changes in one element impact others.
4. Contingency theory posits that the best organization structure depends on external factors like environment, strategy, and technology. Different structures suit different situations.
7 Best Paper Writing Services In 2019. Online assignment writing service.
This document summarizes a 3-day food intake journal. It discusses the benefits of good nutrition such as maintaining a healthy weight and providing energy. It then summarizes the individual's food intake over 3 days, noting meals and snacks. The individual realizes they need to add more variety, whole fruits, vegetables, and water. They also discuss how insufficient amounts of proteins, carbohydrates, fats and fiber can contribute to health issues if consumed in improper amounts. The individual expresses a desire to increase their health and nutrition going forward.
Developments in public management theory
50+ years of public management theory. A history of public management theory as it applies to public administration.
Knowledge manageability paradigm
Describes a four-quadrant framework for managing knowledge: authoritative hierarchy, organizational structure, negotiated agreement, and responsible autonomy.
soc. sci 209.pptx
This document discusses several theories and concepts related to organizational structure and development:
1. It defines organization as a mechanism for administration to direct, coordinate, and control business operations with a clear division of labor and responsibilities.
2. Several theorists see organizations as having differentiated sub-systems including production, support, maintenance, adaptive, and managerial functions.
3. Modern organization theory holds that organizations have undergone major changes in emphasis from personal rights to impersonal tasks, and in adapting to constant change.
Similar to Chapter 11 – From the chapter, we learned that the pattern of beha.docx (19)
Henry Mintzberg - A Modern Thinker in Management Discipline
Henry Mintzberg - A Modern Thinker in Management Discipline
Chapter 3 Frameworks for Diagnosing Organizations What” to Change.docx
Chapter 3 Frameworks for Diagnosing Organizations What” to Change.docx
ED 526 Weekly Discussion #5 Learning for Justice”Part 1
ED 526 Weekly Discussion #5 Learning for Justice”Part 1
2010 cognitive science informing the design of attention aware social systems
2010 cognitive science informing the design of attention aware social systems
Collaboration in virtual communities: a neuroscience approach
Collaboration in virtual communities: a neuroscience approach
Chapter 3 - HCI Human Factors Cognition Perception.pptx
Chapter 3 - HCI Human Factors Cognition Perception.pptx
7 Best Paper Writing Services In 2019. Online assignment writing service.
7 Best Paper Writing Services In 2019. Online assignment writing service.
More from bartholomeocoombs
CompetencyAnalyze how human resource standards and practices.docx
Competency
Analyze how human resource standards and practices within the healthcare field support organizational mission, visions, and values.
Scenario
Wynn Regional Medical Center (WRMC) is the premier hospital in your area. The hospital has been in your city for over 100 years. Over the past decade, the hospital has been losing money for various reasons, though primarily due to uncompensated care. You were recently hired as the Vice President for Human Resources at WRMC, and part of your responsibilities include presenting historical information to participants of the new employee orientation.
Instructions
Create a PowerPoint presentation detailing the changing nature of the healthcare workforce. The presentation should contain speaker notes for each slide or voiceover narration. The presentation should address the following topics and questions:
Historical information on the changing healthcare workforce
How have legislation and policies changed in the past decade?
How have patient demographics changed in the past decade (baby boomers, generation X, millennials, ethnicities)?
How have patient centric approaches changed in the past decade (use of the Internet and social media to gather health information)?
Challenges associated with the changing healthcare workforce
What are some of the challenges associated with the policy and legislative changes?
What are some challenges associated with demographic changes?
What are some of the challenges associated with patients “researching” their own health instead of going to the doctor?
Current state of healthcare
What have been some of the improvements to the healthcare system over the last decade?
Resources
This
link
has information for creating a PowerPoint presentation.
Here is a
link
to information about adding speaker notes.
Here is a
link
to information about creating a voiceover narration using Screencast-O-Matic.
GRADING RUBRICS:
1.Clear and thorough explanation of the history of the changing healthcare workforce. Includes comprehensive descriptions with multiple supporting examples for each of the SUB-BULLET POINTS.
2. Clear and thorough discussion of the challenges associated with the changing healthcare workforce. Includes comprehensive descriptions with multiple supporting examples for each of the SUB-BULLET POINTS.
3. Comprehensive analysis of the current state of healthcare.
Includes a clear and thorough assessment of improvements to the healthcare system over the last decade and supports assertions with multiple supporting examples.
.
CompetencyAnalyze financial statements to assess performance.docx
Competency
Analyze financial statements to assess performance and to ensure organizational improvement and long-term viability
.
Scenario
In an ongoing effort to explore the feasibility of expanding services into rural areas of the state, leadership at Memorial Hospital has determined that conducting a review of its financial condition will be essential to ensuring the organization’s ability to successfully achieve its expansion goals.
Instructions
The CFO has provided you with a copy of the organization’s
financial statements
. This information will be critical in evaluating the organization’s financial capacity to support the proposed expansion of services into the rural areas of the state.
You are asked to review these financial statements (which include the Income Statement, Statement of Cash Flows, and the Balance Sheet) and prepare an executive summary outlining the financial strength of the organization and evidence to support the expansion. Your executive summary should include the following:
An overview of the issue.
A review of critical financial ratios (Liquidity, Solvency, Profitability, and Efficiency) based on financial statements.
Inferences of forecasts, estimates, interpretations, and conclusions based on the key ratios.
Provide a recommendation based on ration analysis.
Resources
This
link
has information for creating an executive summary.
Grading Rubric:
1.
Comprehensive identification of summary of the issue. Includes multiple examples or supporting details.
2. Clear and thorough review of critical financial ratios--Liquidity, Solvency, Profitability, and Efficiency--based on financial statements. Includes multiple examples or supporting details per topic.
3. Clear and thorough inferences of forecasts, estimates, interpretations, and conclusions based on the key ratios. Includes multiple examples or supporting details per topic.
4. Comprehensive recommendation, based on ration analysis. Includes multiple examples or supporting details.
.
CompetencyAnalyze ethical and legal dilemmas that healthcare.docx
Competency
Analyze ethical and legal dilemmas that healthcare workers may encounter in the medical field.
Instructions
You have recently been promoted to Health Services Manager at Three Mountains Regional Hospital, a small hospital located in a mid-size city in the Midwest. Three Mountains is a general medical and surgical facility with 400 beds. Last year there were approximately 62,000 emergency visits and 15,000 admissions. More than 6,000 outpatient and 10,000 inpatient surgeries were performed.
An important aspect of the provider/patient relationship pertains to open communication and trust. Patients want to know that their doctors and the support staff associated with their care understand their wishes and will abide by them. Ideally, these conversations happen well before an emergency or procedure takes place; however, often times this information is missing from a patient's file. As part of Three Mountains' initiative to build trust with their patients, an increased emphasis has been placed on obtaining living wills from the patient as part of the intake process to ensure that the healthcare team has written directives of the patient's wishes in case of incapacitation. You will be creating a living will for a patient and provide educational information as to why the patient should fill it out during the admission process before a procedure.
Introduction:
Explain the definition of a living will and its key components. This section will provide an educational overview of the document for the patient.
Living Will Template:
Create a living will that can serve as a template to the patients. This should cover the basic treatment issues such as resuscitation, feeding tubes, ventilation, organ and tissue donations, etc. Provide instructions in the template that can be easily altered, depending on each patient's wishes.
Summary:
In this section, you will discuss the importance of this document and encourage patients to complete it. Address how this document ensures that a patient's wishes are known and followed by the healthcare team.
NOTE
- APA formatting and proper grammar, punctuation, and form required. APA help is available
here.
.
CompetencyAnalyze ethical and legal dilemmas that healthcare wor.docx
Competency
Analyze ethical and legal dilemmas that healthcare workers may encounter in the medical field.
Instructions
You have recently been promoted to Health Services Manager at Three Mountains Regional Hospital, a small hospital located in a mid-size city in the Midwest. Three Mountains is a general medical and surgical facility with 400 beds. Last year there were approximately 62,000 emergency visits and 15,000 admissions. More than 6,000 outpatient and 10,000 inpatient surgeries were performed.
An important aspect of the provider/patient relationship pertains to open communication and trust. Patients want to know that their doctors and the support staff associated with their care understand their wishes and will abide by them. Ideally, these conversations happen well before an emergency or procedure takes place; however, often times this information is missing from a patient's file. As part of Three Mountains' initiative to build trust with their patients, an increased emphasis has been placed on obtaining living wills from the patient as part of the intake process to ensure that the healthcare team has written directives of the patient's wishes in case of incapacitation. You will be creating a living will for a patient and provide educational information as to why the patient should fill it out during the admission process before a procedure.
Introduction:
Explain the definition of a living will and its key components. This section will provide an educational overview of the document for the patient.
Living Will Template:
Create a living will that can serve as a template to the patients. This should cover the basic treatment issues such as resuscitation, feeding tubes, ventilation, organ and tissue donations, etc. Provide instructions in the template that can be easily altered, depending on each patient's wishes.
Summary:
In this section, you will discuss the importance of this document and encourage patients to complete it. Address how this document ensures that a patient's wishes are known and followed by the healthcare team.
NOTE
- APA formatting and proper grammar, punctuation, and form required.
.
CompetencyAnalyze collaboration tools to support organizatio.docx
Competency
Analyze collaboration tools to support organizational goals.
Scenario
You are a new manager at Elliot Building Supplies International who has seen huge success in managing your global team remotely. This success has been shown in the team outcomes/production and employee satisfaction and engagement. Senior leadership has taken notice of your success and has asked you to create a presentation to share with your peers, who also manage remotely, that explains the best collaboration tools for remote teams. Also, you will explain the best way to manage effectively and create a motivating and satisfying work environment that supports collaboration.
Instructions
You will need to include the following in your PowerPoint presentation.
Presentation welcome/introduction slide.
Collaboration tools that you have used to be successful.
This should include at least 4 different types of tools.
Each type should be explained in detail, along with the benefits it provides.
Critical skills to successfully manage remote employees.
Closing slide to share final thoughts and ideas.
.
Competency Checklist and Professional Development Resources .docx
Competency Checklist and Professional Development Resources
An important and yet often overlooked function of leadership in an early childhood program is the ability to positively influence the people in the program. For this group assignment, consider the characteristics of a leader who can support and lead teachers in reflective teaching. This type of self-reflection is the first step to understanding how a supervisor supports teachers to accomplish their goals through mentoring. For this assignment, your group will need to address the following two components:
Part 1
: Consider the following question as your group completes the competency checklist below: What might be evidence that a teacher leader possesses the competence to also be a mentor? You are encouraged to evenly divide the competencies among your group, so that each member contributes to providing brief examples of interactions while highlighting the characteristic(s) that demonstrates each competency. While this portion can be completed independently, you should then collaborate to ensure that each group member provides feedback before submitting the full collaborative document.
Competency Checklist
Competency
Describe an example of a teacher-leader with children (when acting as a teacher)
Describe an example of a teacher-leader with adults (when acting as a supervisor)
Listens well, does not interrupt, and respects the pace of the other person
Is able to wait for others to discover solutions, form own ideas, and reflect
Asks questions that encourage details
Is aware of and comfortable with his or her feelings and the emotions of others
Is responsive to others
Guides, nurtures, supports, and empathizes
Integrates emotion and intellect
Fosters reflection or wondering by others
Is aware of how others’ reactions affect a process of dialogue and reflection, including sensitivity to bias and cultural context
Is willing to have consistent and predictable meeting times and places
Is flexible and available
Is able to form trusting relationships
Part 2:
Professional Development Resources Document
–Early childhood programs have numerous curriculum options which may contribute to a need to support teachers and staff in a curriculum context they are not familiar with. Therefore, as we prepare to support protégés, we can refer to the National Association of the Education of Young Children core standards for professional development, to promote the use of best practices. These six core standards, briefly describe what early childhood professionals should know and be able to do. After reading each of the
NAEYC Standards for Early Childhood Professional Preparation Programs (Links to an external site.)
, focus on the first four standards:
STANDARD 1.
PROMOTING CHILD DEVELOPMENT AND LEARNING
STANDARD 2.
BUILDING FAMILY AND COMMUNITY RELATIONSHIPS
STANDARD 3.
OBSERVING, DOCUMENTING, AND ASSESSING TO SUPPORT YOUNG CHILDREN AND FAMILIES
STANDARD 4.
US.
Competency 6 Enagage with Communities and Organizations (3 hrs) (1 .docx
This document discusses competency 6 which focuses on engaging with communities and organizations during the COVID-19 situation. Students are asked to explore how their community is addressing citizen needs during the pandemic by consulting with community leaders and organizations. They then need to provide a detailed account of the community needs they identified and how they participated at the community level to help address those needs.
Competency 2 Examine the organizational behavior within busines.docx
Competency 2: Examine the organizational behavior within business systems
Provide the name of the corporation you will be using as the basis for this project.
Provide the organization’s purpose or mission statement.
Describe the organization's industry.
Provide the name and position of the person interviewed during this portion of the assignment (indicate as much pertinent information (e.g., length of service with company, previous roles in the company, educational background, etc.).
Provide the list of interview questions you asked the manager/executive.
Indicate which two - three of the following concepts from this competency that you intend to evaluate the organization/team on and describe the company’s/team’s current situation with each topic you’ve selected:
Motivational theories
Psychological contract
Job design
Use of evaluation, feedback and rewards
Misbehavior
Individual or organizational stress
Provide citations in APA format for any references
.
CompetenciesEvaluate the challenges and benefits of employ.docx
Competencies
Evaluate the challenges and benefits of employing a diverse workforce.
Design a plan for conducting business and managing employees in a global society.
Critique the actions of organizations as they integrate diverse perspectives into their cultures.
Evaluate the role of identity, diverse segments, and cultural backgrounds within organizations.
Attribute different cultural perspectives to current social-cultural dimensions.
Analyze the importance of managing a diverse workforce.
Scenario Information
Your company has been nominated for a national diversity award associated with your efforts and dedication to diversity initiatives in the workplace and their impact on the organization and community. You have been asked to summarize your efforts for the year in a slide presentation for the diversity committee who selects the winner. Be sure to include details of the changes you made in your organization and the impact the changes made.
Instructions
As part of your nomination, you have been asked to create a slide presentation including a voice recording for your entry (Voice Recording not needed). Remember your audience when giving your presentation and include the following slides:
Title slide
Highlighting the importance of workplace diversity
Discussing the points that were included in your diversity plan
Describing how culture and inclusion impact your organization
Providing examples of how diverse workgroups work together in the workplace
Gives examples of strategies used to incorporate Hofstede's cultural dimensions in a global workforce
Provides best practices for managers associated with managing a diverse, global workforce
Conclusion slide that includes a summary of why you should win this award
Any additional, relevant information
References
.
CompetenciesDescribe the supply chain management principle.docx
Competencies
Describe the supply chain management principles through the flow of information, materials, services, and resources.
Analyze the external and internal drivers that influence supply chain principles.
Evaluate supply chain management operational best practices.
Compare the nature of logistics operations and services in both international and domestic contexts.
Apply strategic supply chain management to logistics systems.
Analyze different software systems and technology strategies used in supply chain management.
Scenario
You have just been promoted to Senior Analyst at Mitchell Consulting, a firm that specializes in providing managerial expertise in supply chain management. After completing many assignments under the supervision of a Senior Analyst, your role now allows you to make selections for clients. You are assigned a new client, Scent
Solution
s. Your new manager, Partner Ronda Anderson, has directed you to work on this case and provide analysis and options to resolve the problems directly to the client.
Scent
.
CompetenciesABCDF1.1 Create oral, written, or visual .docx
Competencies
A
B
C
D
F
1.1: Create oral, written, or visual communications appropriate to the audience, purpose, and context.
4 points
Key Criteria: Tailors communication to purpose, context, and target audience. Clearly articulates the thesis and purpose, and supports the thesis and purpose with authentic and appropriate evidence. Provides smooth transitions and leaves no awkward gaps from point to point. Shows coherent progress from the introduction to the conclusion with no unnecessary sections.
3 points
Key Criteria: Tailors communication to purpose, context, and target audience. Articulates the thesis and purpose, and supports the thesis and purpose with authentic and appropriate evidence. Generally provides smooth transitions and leaves few awkward gaps from point to point. Shows identifiable progress from the introduction to the conclusion with no unnecessary sections.
2 points
Key Criteria: Considers the purpose, context, and target audience. Articulates the thesis and purpose, and shows some evidence supporting both. Some transitions are not smooth, and there are occasional gaps or awkward connections from point to point. There is a sense of progress from the introduction through the conclusion, but the organization may not be completely clear.
1 point
Key Criteria: Does not tailor communication well in terms of purpose, context, and target audience. Provides a weak thesis, unclear purpose, and little or no evidence to support points. Transitions may be rough or nonexistent, and there are significant gaps or connections between points that leave sections incomprehensible. Progress from the introduction through the conclusion is difficult to decipher, and there may be some material that is unrelated to thesis and purpose.
0 points
Key Criteria: Does not tailor communication in terms of purpose, context, and target audience. Lacks a good thesis and has little or no evidence to support a thesis. Transitions are rough or nonexistent, and there are few discernable connections from point to point. There is no identifiable progress from the introduction through the conclusion, and/or there is substantial material that is unrelated to thesis and purpose.
1.2: Communicate using appropriate writing conventions, including spelling, grammar, mechanics, word choice, and format.
4 points
Uses a format that is highly appropriate to the writing task and carefully tailors the style and tone to the specific audience. Aligns both the writing style and grammar usage to standards appropriate to the task.
3 points
Uses a format that is appropriate to the writing task and tailors the style and tone to the specific audience. Aligns both the writing style and grammar usage to standards appropriate to the task.
2 points
Generally has a clear purpose, but there may be a gap between the format used and the writing task. Fails to fully align the style and tone to the audience, or fails to fully define the audience for the writing task. Has some style or grammar.
COMPETENCIES734.3.4 Healthcare Utilization and Finance.docx
COMPETENCIES
734.3.4
:
Healthcare Utilization and Finance
The graduate analyzes financial implications related to healthcare delivery, reimbursement, access, and national initiatives.
INTRODUCTION
It is essential that nurses understand the issues related to healthcare financing, including local, state, and national healthcare policies and initiatives that affect healthcare delivery. As a patient advocate, the professional nurse is in a position to work with patients and families to access available resources to meet their healthcare needs.
REQUIREMENTS
Your submission must be your original work. No more than a combined total of 30% of the submission and no more than a 10% match to any one individual source can be directly quoted or closely paraphrased from sources, even if cited correctly. An originality report is provided when you submit your task that can be used as a guide.
You must use the rubric to direct the creation of your submission because it provides detailed criteria that will be used to evaluate your work. Each requirement below may be evaluated by more than one rubric aspect. The rubric aspect titles may contain hyperlinks to relevant portions of the course.
A. Compare the U.S. healthcare system with the healthcare system of Great Britain, Japan, Germany, or Switzerland, by doing the following:
1. Identify
one
country from the following list whose healthcare system you will compare to the U.S. healthcare system: Great Britain, Japan, Germany, or Switzerland.
2. Compare access between the
two
healthcare systems for children, people who are unemployed, and people who are retired.
a. Discuss coverage for medications in the two healthcare systems.
b. Determine the requirements to get a referral to see a specialist in the two healthcare systems.
c. Discuss coverage for preexisting conditions in the two healthcare systems.
3. Explain
two
financial implications for patients with regard to the healthcare delivery differences between the two countries (i.e.; how are the patients financially impacted).
B. Acknowledge sources, using in-text citations and references, for content that is quoted, paraphrased, or summarized.
C. Demonstrate professional communication in the content and presentation of your submission.
File Restrictions
File name may contain only letters, numbers, spaces, and these symbols: ! - _ . * ' ( )
File size limit: 200 MB
File types allowed: doc, docx, rtf, xls, xlsx, ppt, pptx, odt, pdf, txt, qt, mov, mpg, avi, mp3, wav, mp4, wma, flv, asf, mpeg, wmv, m4v, svg, tif, tiff, jpeg, jpg, gif, png, zip, rar, tar, 7z
RUBRIC
A1:COUNTRY TO COMPARE
NOT EVIDENT
A country for comparison is not identified.
APPROACHING COMPETENCE
The identified country for comparison is not from the given list.
COMPETENT
The identified country for comparison is from the given list.
A2:ACCESS
NOT EVIDENT
A comparison of healthcare system access is not provided.
APPROACHING COMPETENCE
The comparison does not acc.
Competencies and KnowledgeWhat competencies were you able to dev.docx
Competencies and Knowledge
What competencies were you able to develop in researching and writing the course Comprehensive Project? How did you leverage knowledge gained in the assignments (Units 1–4) in completing the Comprehensive Project? How will these competencies and knowledge support your career advancement in management
.
Competencies and KnowledgeThis assignment has 2 parts.docx
Competencies and Knowledge
This assignment has 2 parts:
What competencies were you able to develop in researching and writing the course Comprehensive Project? How did you leverage knowledge gained in the intellipath assignments (Units 1- 4) in completing the Comprehensive Project? How will these competencies and knowledge support your career advancement in management?
Discuss the similarities and differences between shareholder wealth maximization and stakeholder wealth maximization.
.
Competencies and KnowledgeThis assignment has 2 partsWhat.docx
Competencies and Knowledge
This assignment has 2 parts:
What competencies were you able to develop in researching and writing the course Comprehensive Project? How did you leverage knowledge gained in the intellipath assignments (Units 1- 4) in completing the Comprehensive Project? How will these competencies and knowledge support your career advancement in management?
Discuss the similarities and differences between shareholder wealth maximization and stakeholder wealth maximization.
.
Competences, Learning Theories and MOOCsRecent Developments.docx
Competences, Learning Theories and MOOCs:
Recent Developments in Lifelong Learning
Karl Steffens
Introduction
We think of our societies as ‘knowledge societies’ in which lifelong learning is
becoming increasingly important. Lifelong learning refers to the idea that people
not only learn in schools and universities, but also in non-formal and informal
ways during their lifespan.The concepts of lifelong learning and lifelong education
began to enter the discourse on educational policies in the late 1960s (Tuijnman
& Boström, 2002). However, these are related, but distinct concepts. As Lee (2014,
p. 472) notes ‘the terminological change (from lifelong education, continuing
education and adult education, to lifelong learning) reflects a conceptual departure
from the idea of organised educational provision to that of a more individualised
pursuit of learning’.
One of the first important documents on lifelong learning was the report of the
International Commission on the Development of Education to UNESCO in
1972, titled ‘Learning to be. The world of education today and tomorrow’. In his
introductory letter to the Director-General of UNESCO, the chairman of the
Commission, Edgar Faure, stated that the work of the Commission was based on
four assumptions (see Elfert pp. and Carneiro pp. in this issue). The first was
related to the idea that there was an international community which was united by
common aspirations and the second was the belief in democracy and in education
as its keystones. The third was ‘that the aim of development is the complete
fulfilment of man, in all the richness of his personality, the complexity of his forms
of expression and his various commitments — as individual, member of a family
and of a community, citizen and producer, inventor of techniques and creative
dreamer’. The last assumption was that ‘only an over-all, lifelong education can
produce the kind of complete man, the need for whom is increasing with the
continually more stringent constraints tearing the individual asunder’ (Faure,
1972, p. vi).
Following the Faure Report, the UNESCO Institute for Education, which
was founded in Germany in 1951, started to focus on lifelong learning and
subsequently became the UNESCO Institute for Lifelong Learning (UIL, http://
uil.unesco.org/home/). It was under its leadership that a formal model of lifelong
education was developed and published in the book ‘Towards a System of Life-
long Education’ (Cropley, 1980). The concept of lifelong learning also became
manifest in the ‘Education for All’ (EFA) agenda that was launched at the World
Conference on Education for All which took place in Jomtien (Thailand) in
1990 (Inter-Agency Commission, 1990). Ten years later, at the World Education
Forum in Dakar (Senegal) in 2000, the Dakar Framework for Action was
designed ‘to enable all individuals to realize their right to learn and to fulfil their
responsibility to contribute to the development of their society’ (UNESCO,
2000, p..
Compensation & Benefits Class 700 words with referencesA stra.docx
Compensation & Benefits Class 700 words with references
A strategic purpose for a well-blended compensation program, one that includes various types of direct compensation, is gaining employee commitment and productivity. One of the most effective tactics for this strategy is designing a process for linking individual achievement to organizational goals.
Prepare a report to senior leaders addressing the following:
·
Explain the concept of tying performance to organizational goals.
·
Describe the different types of individual and group-level performance measurements.
·
What are the advantages and disadvantages of individual versus group-level performance recognition?
·
Discuss the options an organization has to link individual or group monetary rewards to organizational success.
·
Develop recommendations for how to implement, monitor, and evaluate such a program.
.
Compensation, Benefits, Reward & Recognition Plan for V..docx
Compensation, Benefits, Reward & Recognition Plan for V.P. Operations
Learning Team B
HRM 595
December 19, 2017
Rosalie M. Lopez
Running head: COMPENSATION, BENEFITS, REWARD & RECOGNITION PLAN
1
COMPENSATION, BENEFITS, REWARD & RECOGNITION PLAN
2
Compensation, Benefits, Reward & Recognition Plan for V.P. Operations
Introduction
Base Salary Range
For the position of VP of Operations, the National Average Salary is $122,624. In San Francisco, the average is higher and placed at $155,946. This amount is 16% higher than the National Average (Payscale, 2016). The reason for this increase is because of experience and geography. These are the two prime factors that impact the pay scale. Another major factor is the employer. Most employers base their decision to hire an individual on the experience they bring with them. Of course, with more experience, higher pay is required. With our company cutting cost a less experienced individual would be the best fit for the position.
Standard Employee Benefit
In many cases, your employee benefits could be the turning point for a prospective employee. This benefit is a vital portion of any employee packet. These valuable benefits are used as a blanket of security in the case of any sickness, injury, unemployment, old age, or death (Gomez-Mejia, Balkin & Cardy, 2015, p. 362). There is a significant difference between incentives and benefits: benefits are financial and nonfinancial compensations that are indirect to the employee. To have a competitive strategy Blossoms Up! must align their profits with the compensation package that has been already put in place. This action will help provide flexibility to the amount and the benefits available (Gomez-Mejia et al., 2015).
There are also some benefits that most companies are legally obligated to provide. Three benefits are required regardless of the number of employees that the company has. These interests involve social security, workers compensation, and unemployment insurance (Gomez-Mejia et al., 2015). Other laws must be adhered to when dealing with a certain number of individuals. When a company has 50 or more employee they must have the Family and Medical Leave Act in place and since its induction in 2015 the Affordable Care Act for Health Insurance for companies with 20 or more employees. For the health insurance to be considered standard medical, vision and dental plans must be made available to the business. These programs that must be regarded as being under the Health Maintenance Organization (HMO) or a Preferred Provider Organization (PPO) (Gomez-Mejia et al., 2015).
There are some voluntary benefits that we can include. We are already looking into adding a pension package using the Defined Contribution Plan as well as the 401(K) plan (Gomez-Mejia et al., 2015). Life insurance is another excellent benefit that could be added to the package as well as short-term and long-term disability insurance. Adding Vacation and PTO, and Holiday pay is .
Compete the following tablesTheoryKey figuresKey concepts o.docx
Compete the following tables:
Theory
Key figures
Key concepts of personality formation
Explanation of the disordered personality
Scientific credibility
Comprehensiveness
Applicability
Attachment
Complete the following...200-300 words..
Is Freud's theory a viable theory for this century?
Provide reasons for
your
view.
.
Compensation Strategy for Knowledge WorkersTo prepare for this a.docx
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Syllabus
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Chapter 2
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Chapter 3
Surveying: Object Principles & Types of Surveying; Site Plans, Plans & Maps; Scales & Unit of different Measurements.
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2. Satheesh Gopi, Basic Civil Engineering, Pearson Publishers.
3. Ketki Rangwala Dalal, Essentials of Civil Engineering, Charotar Publishing House.
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How to Setup Warehouse & Location in Odoo 17 Inventory
RHEOLOGY Physical pharmaceutics-II notes for B.pharm 4th sem students
RHEOLOGY Physical pharmaceutics-II notes for B.pharm 4th sem students
Chapter 11 – From the chapter, we learned that the pattern of beha.docx
- 1. Chapter 11 – From the chapter, we learned that the pattern of behavior arises from fundamental psychology and in particular, the following: a) our capacity for habitual behavior, b) the difference between intelligence as the manifestation of the coping mode of cognition and understanding as the manifestation of the pervasive optimization mode, and c) the phenomenon of authoritarianism as the need for external authority through a lack of understanding of one’s living environment. Andringa (2015), stated that the combination of these phenomena leads to a formal definition – the Bureaucratic Dynamic – this is where the prevalence of coercive formalization scales with what the author refers to as “institutional ignorance” – a measure of how well workers understand the consequences of their own actions both within the organization as well as the wider society… Q1 : The author argues that most people may agree with the notion that “All human activities benefit from some form of formalization, and that formalization allows automating routine tasks, to agree on how to collaborate, determine when and how tasks should be executed, and when they are finished.” The author offers key reason(s) why procedures should not be changed too often. Q2: Moore (2000) identifies that Public Value Management as an emerging new management paradigm that is not so much a response to an existing paradigm but a formulation of the role of nonprofits in modern society (Stoker 2006). In view of both the authors, Moore (2000) and Stoker (2006), public value management is a succinctly formulated public value scorecard in which an organization should target to balance three components: What are these components?