CHAPTER 13: EMPLOYEE BENEFITS (FEB UNILA)
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Made by Group 7 - Fatimah Azzahra 1711011099 and Olinda Calista Yetri 1711011119 Dr. Nova Mardiana, S.E., M.M. Human Resource Management International Class Faculty of Economic and Business University of Lampung
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CHAPTER 11: PAY STRUCTURE DECISION (FEB UNILA)
Made by Group 7 - Fatimah Azzahra 1711011099 and Olinda Calista Yetri 1711011119
Dr. Nova Mardiana, S.E., M.M.
Human Resource Management
International Class
Faculty of Economic and Business
University of Lampung
Main points:
1. Equity Theory and Fairness
2. Market Pressures
3. Developing Pay Levels
4. Conflicts Between Market Pay Surveys and Job Evaluation
5. Monitoring Compensation Costs
6. Globalization, Geographic Region, and Pay Structures
7. The Important of Process: Participation and Communication
8. Current Challenges
9. Can The U.S. Labor Force Compete?
10. Executive Pay
11. Government Regulation of Employee Compensation
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CHAPTER 11: PAY STRUCTURE DECISION (FEB UNILA)
Made by Group 7 - Fatimah Azzahra 1711011099 and Olinda Calista Yetri 1711011119
Dr. Nova Mardiana, S.E., M.M.
Human Resource Management
International Class
Faculty of Economic and Business
University of Lampung
Main points:
1. Equity Theory and Fairness
2. Market Pressures
3. Developing Pay Levels
4. Conflicts Between Market Pay Surveys and Job Evaluation
5. Monitoring Compensation Costs
6. Globalization, Geographic Region, and Pay Structures
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10. Executive Pay
11. Government Regulation of Employee Compensation
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1) The Minnesota Department of Human Services is reassessing consumers for personal care services beginning in January 2010 through July 2010, which may result in reductions of services for many individuals.
2) When consumers are reassessed, any extra or "banked" hours they had saved up will not carry over to their new service agreement.
3) The personal care assistant program staff are receiving training to help consumers understand these changes and assist them in preparing for possible service reductions or appeals.
4) A new standardized training program for personal care assistants will begin in January 2010.
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This document discusses employee health and wellness incentives from the perspectives of both employers and employees. It notes that employers spend on average $11,176 per year on health care coverage for each employee, while many employees are unaware or underestimate these costs. While most employers offer wellness programs, employees have mixed views about incentives. The document concludes by outlining new guidance for making outcomes-based wellness incentives fair and effective at improving employee health.
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Chapter 12 - Recognizing Employee Contributions With Pay (FEB Unila)
Made by Group 7 - Fatimah Azzahra 1711011099 and Olinda Calista Yetri 1711011119
Dr. Nova Mardiana, S.E., M.M.
Human Resource Management
International Class
Faculty of Economic and Business
University of Lampung
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C H A P T E R 8
H U M A N R E S O U R C E S
M A N A G E M E N T
They’re not employees, they’re people.
—Peter Drucker
➤ Describe the range of human resource functions in the medical practice.
➤ Appreciate the range of professionals that are found in medical practices.
➤ Articulate the steps in the hiring function.
➤ Understand regulations that are specific to the employment process.
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➤ Describe why leading change is important to medical practice management.
In t r o d u c t I o n
Healthcare employment constitutes about 9 percent of the American workforce, with about
3 percent being professionals (KFF 2016). Hiring and sustaining a high-caliber staff are
two of the most important functions of managing a physician practice. Without a prop-
erly trained and motivated staff, providing high-quality services to the practice’s patients
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EBSCO Publishing : eBook Collection (EBSCOhost) - printed on 4/7/2020 7:56 PM via SUNY CANTON
AN: 1839064 ; Wagner, Stephen L..; Fundamentals of Medical Practice Management
Account: s8846236.main.eds
F u n d a m e n t a l s o f M e d i c a l P r a c t i c e M a n a g e m e n t2 1 6
is difficult. An old saying in human resources management, “Hire for attitude, and train
for skill,” is particularly applicable today, when in the highly competitive medical practice
environment, patients have increasingly high expectations of their providers. Simply having
technical skills is not adequate to build and maintain a successful practice. Staff must be
able to engage patients in a positive and constructive way to earn their trust and satisfac-
tion. Although data seem to conflict on this point, many researchers believe engaged and
satisfied patients are more likely to comply with the instructions of their providers than are
disengaged, unsatisfied patients, leading to better outcomes (e.g., Kane, Maciejewski, and
Finch 1997). More recently, a study by Fenton, Jerant, and Bertaski (2012) found little
connection between satisfaction and clinical outcome; in fact, the researchers found that
mortality was higher, as were expenditures and utilization, among more satisfied groups.
Other authors have observed this tenuous connection as well (Kennedy, Tevis, and Kent
2014). The controversy has intensified as more physician payment is tied to patient satis-
faction. Some issues that complicate this concept are the lack of common definitions and
measures of satisfaction and the complexity inherent in defining.
2 1 5L e a r n I n g o b j e c t I v e sC H A P T E R.docx
2 1 5
L e a r n I n g o b j e c t I v e s
C H A P T E R 8
H U M A N R E S O U R C E S
M A N A G E M E N T
They’re not employees, they’re people.
—Peter Drucker
➤ Describe the range of human resource functions in the medical practice.
➤ Appreciate the range of professionals that are found in medical practices.
➤ Articulate the steps in the hiring function.
➤ Understand regulations that are specific to the employment process.
➤ Illustrate the steps in managing change.
➤ Describe why leading change is important to medical practice management.
In t r o d u c t I o n
Healthcare employment constitutes about 9 percent of the American workforce, with about
3 percent being professionals (KFF 2016). Hiring and sustaining a high-caliber staff are
two of the most important functions of managing a physician practice. Without a prop-
erly trained and motivated staff, providing high-quality services to the practice’s patients
C
o
p
y
r
i
g
h
t
2
0
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EBSCO Publishing : eBook Collection (EBSCOhost) - printed on 4/7/2020 7:56 PM via SUNY CANTON
AN: 1839064 ; Wagner, Stephen L..; Fundamentals of Medical Practice Management
Account: s8846236.main.eds
F u n d a m e n t a l s o f M e d i c a l P r a c t i c e M a n a g e m e n t2 1 6
is difficult. An old saying in human resources management, “Hire for attitude, and train
for skill,” is particularly applicable today, when in the highly competitive medical practice
environment, patients have increasingly high expectations of their providers. Simply having
technical skills is not adequate to build and maintain a successful practice. Staff must be
able to engage patients in a positive and constructive way to earn their trust and satisfac-
tion. Although data seem to conflict on this point, many researchers believe engaged and
satisfied patients are more likely to comply with the instructions of their providers than are
disengaged, unsatisfied patients, leading to better outcomes (e.g., Kane, Maciejewski, and
Finch 1997). More recently, a study by Fenton, Jerant, and Bertaski (2012) found little
connection between satisfaction and clinical outcome; in fact, the researchers found that
mortality was higher, as were expenditures and utilization, among more satisfied groups.
Other authors have observed this tenuous connection as well (Kennedy, Tevis, and Kent
2014). The controversy has intensified as more physician payment is tied to patient satis-
faction. Some issues that complicate this concept are the lack of common definitions and
measures of satisfaction and the complexity inherent in defining ...
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Running head: STRATEGIC MANAGEMENT HEALTH CARE 1
STRATEGIC MANAGEMENT HEALTH CARE 4
Professors Feedback:
Lindsay,
This is a great start. You need to provide more detail. In the final please include an org chart. They are very helpful for the reader.
Dr. B
Grade:66%
Strategic Management Health Care
The process of making decisions is extremely vital, and it has an impact on the healthcare industry. It mostly takes place because there is an increase in competition in this sector of the economy. Fortunately, strategic planning and management plays an important role in this issue. It ensures that the health care system leaders can come up with a vision that will promote the delivery into the future. Furthermore, it assists in providing the needed skills that will be aligned with the resources that will help in achieving the vision. In the Assisted Living Facilities, many challenging issues are present, and they might have an impact even in the next five years.
In the Assisted Living Facility, some important issues have to be addressed immediately. In fact, the American health care industry and the economy have had quite some problems in the past years. Furthermore, the Great Recession was one recent upheaval that affected the manner, which Americans plan for retirement, and thus some issues will come about. First, the model of care in nursing will decline. It means that the aged individuals will be housed in memory care, home care or independent living. The ALF will have to come up with a model of care that can be able to withstand future challenges. Secondly, the care that is provided to seniors will be quite dependent on technology. For example, robots can be used in providing personal care to the aged. Such technological advancements will play a role in improving the quality of life and health of the seniors (Ginter, 2013). In this case, the ALF needs to ensure that it can be able to keep up with technology to become competitive.
In the next five years, the aged will not want to live in communities, and mostly because they will not be in the ability to afford it. They will instead be searching for options that can ensure that they live independent lifestyles. One such way is through having multigenerational housing whereby families can live together. It means that the organization will have to be able to provide such housing to the consumers. They will have to invest more resources if they are to achieve this goal. Also, th.
Chapter 14 Collective Bargaining and Labor Relations
Group 7
Member :
Fatimah Azzahra 1711011099
Olinda Calista Yetri 1711011119
Major : S1 Management
International Class
Chapter 14 - Collective Bargaining and Labor Relations
Made by Group 7 - Fatimah Azzahra 1711011099 and Olinda Calista Yetri 1711011119
Dr. Nova Mardiana, S.E., M.M.
Human Resource Management
International Class
Faculty of Economic and Business
University of Lampung
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2. Expand patient services to include primary care, dental, behavioral health and community outreach programs. This will help achieve the mission of educating the public and the vision of growing the facility over time.
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Running head: HEALTH SERVICES IN RELATION TO ENVIRONMENTAL ANALYSIS 1
HEALTH SERVICES IN RELATION TO ENVRIRONMENTAL ANALYSIS 8
Health Services In Relation to Environmental Analysis
Dr. Mountasser Kadrie
July 27, 2014
As a manager in Ford Rehabilitation centre, I have encountered several challenges in both external environment and internal environment that have greatly challenged the increasing demands of my patients’ services as well as failure of the reimbursements of funds by the insurance providers. Environmental conditions normally affect human health in varied means. Interactions between the environment and human health usually lead to very complex ethical queries that are related to health policy decisions. There are various factors in the environment that can lead to risks and the same time benefits. They include genetically modified plants, nanotechnology, bio fuels and other technology. There is a body of evidence that have emerged saying that environment can affect the health of human being and at the same time human health can have impact to the environment.
The external factors are factors in the environment that cannot be controlled by an organization. There are several external factors that affect many health organizations; these factors include political conditions, government policies and regulations, technological environment and social environment. In my organization the two key external factors affecting my company are the social environment and technological environment. Social factors have developed challenge in the Ford rehabilitation centre. This is because many patient customers have varied and different types of beliefs which make the relations in the health centre challenged. It have become problematic to deal with some patients since it is difficult to know the type of services they need based on where they have come from. Various patients have diverse transformation in attitude towards health care. The patients are however very demanding in my organization because each one of them needs to be handled differently based on community variations. In order to curb this, as manager I have decided to implement several programs that will promote cooperation between my patients as well amendments that will bring in suitable services to each patient. Implementation of this programs will enable my organization to continue being indispensible and financially stable despite the social challenges affecting the availability of patients in the organization.
Another external factor in the environment that will have a great impact in my company is technological environment. Implementation of more advanced methods to serve my customers is likely to improve patients’ attendance and this will boost the compan.
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Absenteeism costs the Canadian economy $16 billion annually according to a 2013 report. However, less than half of Canadian employers track absences and even fewer measure the impact on their bottom line. Sun Life has an Organizational Health Consultant (OHC) team that provides strategic guidance and expertise to help clients identify risks and develop strategies to improve organizational health and reduce absenteeism. The OHCs have industry expertise in disability and absence management and help clients assess needs, identify areas for improvement, and recommend programs and policies to decrease absences and costs. The goal is to make companies and their employees healthier to create healthier organizations.
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• NIPM SOLSmu mba sem 4 hcs spring 2016 assignments
Smu mba sem 4 HCS spring 2016 assignments, smu solved assignments ,smu assignments ,smu mba assignments ,smu mba solved assignments ,smu mba spring 2016 assignments
Running head RESEARCHRESEARCH 3.docx
Running head: RESEARCH
RESEARCH 3
Topic: Research
Student Name:
Institution:
Research Question
What are the root causes of obesity among children in the United States?
Problem Statement
A young person is not viewed as hefty until the weight is no less than 10 percent higher than what is prescribed for their tallness and body sort. Obesity most regularly starts between the ages of 5 and 6, or amid puberty. Examines have demonstrated that a kid who is stout between the ages of 10 and 13 has an 80 percent possibility of turning into a fat grown-up.
The reasons for obesity are unpredictable and incorporate hereditary, natural, behavioral and social elements. Obesity happens when a man eats a greater number of calories than the body smolders. On the off chance that one parent is fat, there is a 50 percent chance that his or her youngster will likewise be large. Be that as it may, when both guardians are large, their kids have an 80 percent shot of being fat. Albeit certain therapeutic issue can bring about obesity, under 1 percent of all obesity is brought on by physical issues.
Null Hypothesis
There is a 96.4% chance that an obese adult will give birth to an obese child.
Alternative Hypothesis
The probability of an obese parent giving birth to an obese child is less than 96.4%.
The independent variable is the variable we are occupied with. The progressions to the reliant variable are what we are attempting to gauge with all their favor procedures. In our exploration the reliant variable is the child's capacity to create obesity issues. We're attempting to quantify the adjustment in weight as impacted by dietary patterns. A dependent variable is a variable accepted to influence the independent variable. This is the variable that the scientist, will control to check whether it rolls out the independent variable improvement. In our investigation of obesity among youngsters, our autonomous variable is the recurrence of their dietary patterns.
The variables chosen are the parent, eating habits, genetics and behavioral aspects. These variables play an important role in determining the body growth of a child. The statement of the problem is the point of convergence of your exploration. It states what will be examinees, whether the research will be done through trial or non-trial examination, and what the motivation behind the discoveries will be. As a part of the Introduction, viable problem statements answer the question on why the research is being conducted.
Running head: Accounting Standard Setting in the Private Sector
4
a. Financial statements must provide a neutral scorecard of the effective of transactions
Money related explanations like the accounting report should along these lines give an unbiased scorecard of the impacts of exchanges. Speculators, banks, controllers, and different clients of the monetary reports settle on business and financial choices in view of data gave in money related proclam ...
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6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
Enhanced metrics to measure the Regulatory impact
A proposal to enhance metric used when calculating business compliance costs
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Made by Group 7 - Fatimah Azzahra 1711011099 and Olinda Calista Yetri 1711011119
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Running Head INITIAL PROPOSAL1INITIAL PROPOSAL6.docx
This document discusses a student's initial proposal for a project aimed at reducing mortality rates in the United States. It begins by reviewing studies showing that US life expectancy lags internationally despite high healthcare spending. The proposal then lists SMART objectives focused on reducing cancer, readmission, smoking, obesity, and heart disease rates. It outlines team members, background research sources, and the current/ideal states of healthcare in the US. Methods for establishing measures, selecting changes, and testing changes via the Plan-Do-Study-Act cycle are also presented. The proposal aims to reduce mortality rates in the US through public education and improving healthcare quality and behaviors.
Barclays Financial Wellbeing Precis Landscape
This document summarizes a report on financial well-being in the workplace. The report found that nearly half of employees worry about their finances, impacting their productivity at work. Younger generations feel less financially secure despite being at their peak earning years. While employees want more employer support for financial issues, most employers do not offer sufficient assistance. The report provides a four-step process for employers to understand employees' financial needs and develop strategies to improve financial well-being. Case studies demonstrate how supporting financial health can boost engagement and reduce absenteeism. In conclusion, the report argues that employers can no longer ignore how financial stress affects workplace performance.
2 1 5L e a r n I n g o b j e c t I v e sC H A P T E R.docx
2 1 5
L e a r n I n g o b j e c t I v e s
C H A P T E R 8
H U M A N R E S O U R C E S
M A N A G E M E N T
They’re not employees, they’re people.
—Peter Drucker
➤ Describe the range of human resource functions in the medical practice.
➤ Appreciate the range of professionals that are found in medical practices.
➤ Articulate the steps in the hiring function.
➤ Understand regulations that are specific to the employment process.
➤ Illustrate the steps in managing change.
➤ Describe why leading change is important to medical practice management.
In t r o d u c t I o n
Healthcare employment constitutes about 9 percent of the American workforce, with about
3 percent being professionals (KFF 2016). Hiring and sustaining a high-caliber staff are
two of the most important functions of managing a physician practice. Without a prop-
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EBSCO Publishing : eBook Collection (EBSCOhost) - printed on 4/7/2020 7:56 PM via SUNY CANTON
AN: 1839064 ; Wagner, Stephen L..; Fundamentals of Medical Practice Management
Account: s8846236.main.eds
F u n d a m e n t a l s o f M e d i c a l P r a c t i c e M a n a g e m e n t2 1 6
is difficult. An old saying in human resources management, “Hire for attitude, and train
for skill,” is particularly applicable today, when in the highly competitive medical practice
environment, patients have increasingly high expectations of their providers. Simply having
technical skills is not adequate to build and maintain a successful practice. Staff must be
able to engage patients in a positive and constructive way to earn their trust and satisfac-
tion. Although data seem to conflict on this point, many researchers believe engaged and
satisfied patients are more likely to comply with the instructions of their providers than are
disengaged, unsatisfied patients, leading to better outcomes (e.g., Kane, Maciejewski, and
Finch 1997). More recently, a study by Fenton, Jerant, and Bertaski (2012) found little
connection between satisfaction and clinical outcome; in fact, the researchers found that
mortality was higher, as were expenditures and utilization, among more satisfied groups.
Other authors have observed this tenuous connection as well (Kennedy, Tevis, and Kent
2014). The controversy has intensified as more physician payment is tied to patient satis-
faction. Some issues that complicate this concept are the lack of common definitions and
measures of satisfaction and the complexity inherent in defining.
2 1 5L e a r n I n g o b j e c t I v e sC H A P T E R.docx
2 1 5
L e a r n I n g o b j e c t I v e s
C H A P T E R 8
H U M A N R E S O U R C E S
M A N A G E M E N T
They’re not employees, they’re people.
—Peter Drucker
➤ Describe the range of human resource functions in the medical practice.
➤ Appreciate the range of professionals that are found in medical practices.
➤ Articulate the steps in the hiring function.
➤ Understand regulations that are specific to the employment process.
➤ Illustrate the steps in managing change.
➤ Describe why leading change is important to medical practice management.
In t r o d u c t I o n
Healthcare employment constitutes about 9 percent of the American workforce, with about
3 percent being professionals (KFF 2016). Hiring and sustaining a high-caliber staff are
two of the most important functions of managing a physician practice. Without a prop-
erly trained and motivated staff, providing high-quality services to the practice’s patients
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EBSCO Publishing : eBook Collection (EBSCOhost) - printed on 4/7/2020 7:56 PM via SUNY CANTON
AN: 1839064 ; Wagner, Stephen L..; Fundamentals of Medical Practice Management
Account: s8846236.main.eds
F u n d a m e n t a l s o f M e d i c a l P r a c t i c e M a n a g e m e n t2 1 6
is difficult. An old saying in human resources management, “Hire for attitude, and train
for skill,” is particularly applicable today, when in the highly competitive medical practice
environment, patients have increasingly high expectations of their providers. Simply having
technical skills is not adequate to build and maintain a successful practice. Staff must be
able to engage patients in a positive and constructive way to earn their trust and satisfac-
tion. Although data seem to conflict on this point, many researchers believe engaged and
satisfied patients are more likely to comply with the instructions of their providers than are
disengaged, unsatisfied patients, leading to better outcomes (e.g., Kane, Maciejewski, and
Finch 1997). More recently, a study by Fenton, Jerant, and Bertaski (2012) found little
connection between satisfaction and clinical outcome; in fact, the researchers found that
mortality was higher, as were expenditures and utilization, among more satisfied groups.
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Running head STRATEGIC MANAGEMENT HEALTH CARE .docx
Running head: STRATEGIC MANAGEMENT HEALTH CARE 1
STRATEGIC MANAGEMENT HEALTH CARE 4
Professors Feedback:
Lindsay,
This is a great start. You need to provide more detail. In the final please include an org chart. They are very helpful for the reader.
Dr. B
Grade:66%
Strategic Management Health Care
The process of making decisions is extremely vital, and it has an impact on the healthcare industry. It mostly takes place because there is an increase in competition in this sector of the economy. Fortunately, strategic planning and management plays an important role in this issue. It ensures that the health care system leaders can come up with a vision that will promote the delivery into the future. Furthermore, it assists in providing the needed skills that will be aligned with the resources that will help in achieving the vision. In the Assisted Living Facilities, many challenging issues are present, and they might have an impact even in the next five years.
In the Assisted Living Facility, some important issues have to be addressed immediately. In fact, the American health care industry and the economy have had quite some problems in the past years. Furthermore, the Great Recession was one recent upheaval that affected the manner, which Americans plan for retirement, and thus some issues will come about. First, the model of care in nursing will decline. It means that the aged individuals will be housed in memory care, home care or independent living. The ALF will have to come up with a model of care that can be able to withstand future challenges. Secondly, the care that is provided to seniors will be quite dependent on technology. For example, robots can be used in providing personal care to the aged. Such technological advancements will play a role in improving the quality of life and health of the seniors (Ginter, 2013). In this case, the ALF needs to ensure that it can be able to keep up with technology to become competitive.
In the next five years, the aged will not want to live in communities, and mostly because they will not be in the ability to afford it. They will instead be searching for options that can ensure that they live independent lifestyles. One such way is through having multigenerational housing whereby families can live together. It means that the organization will have to be able to provide such housing to the consumers. They will have to invest more resources if they are to achieve this goal. Also, th.
Chapter 14 Collective Bargaining and Labor Relations
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Fatimah Azzahra 1711011099
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Running head HEALTH SERVICES IN RELATION TO ENVIRONMENTAL ANALY.docx
Running head: HEALTH SERVICES IN RELATION TO ENVIRONMENTAL ANALYSIS 1
HEALTH SERVICES IN RELATION TO ENVRIRONMENTAL ANALYSIS 8
Health Services In Relation to Environmental Analysis
Dr. Mountasser Kadrie
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As a manager in Ford Rehabilitation centre, I have encountered several challenges in both external environment and internal environment that have greatly challenged the increasing demands of my patients’ services as well as failure of the reimbursements of funds by the insurance providers. Environmental conditions normally affect human health in varied means. Interactions between the environment and human health usually lead to very complex ethical queries that are related to health policy decisions. There are various factors in the environment that can lead to risks and the same time benefits. They include genetically modified plants, nanotechnology, bio fuels and other technology. There is a body of evidence that have emerged saying that environment can affect the health of human being and at the same time human health can have impact to the environment.
The external factors are factors in the environment that cannot be controlled by an organization. There are several external factors that affect many health organizations; these factors include political conditions, government policies and regulations, technological environment and social environment. In my organization the two key external factors affecting my company are the social environment and technological environment. Social factors have developed challenge in the Ford rehabilitation centre. This is because many patient customers have varied and different types of beliefs which make the relations in the health centre challenged. It have become problematic to deal with some patients since it is difficult to know the type of services they need based on where they have come from. Various patients have diverse transformation in attitude towards health care. The patients are however very demanding in my organization because each one of them needs to be handled differently based on community variations. In order to curb this, as manager I have decided to implement several programs that will promote cooperation between my patients as well amendments that will bring in suitable services to each patient. Implementation of this programs will enable my organization to continue being indispensible and financially stable despite the social challenges affecting the availability of patients in the organization.
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Running head RESEARCHRESEARCH 3.docx
Running head: RESEARCH
RESEARCH 3
Topic: Research
Student Name:
Institution:
Research Question
What are the root causes of obesity among children in the United States?
Problem Statement
A young person is not viewed as hefty until the weight is no less than 10 percent higher than what is prescribed for their tallness and body sort. Obesity most regularly starts between the ages of 5 and 6, or amid puberty. Examines have demonstrated that a kid who is stout between the ages of 10 and 13 has an 80 percent possibility of turning into a fat grown-up.
The reasons for obesity are unpredictable and incorporate hereditary, natural, behavioral and social elements. Obesity happens when a man eats a greater number of calories than the body smolders. On the off chance that one parent is fat, there is a 50 percent chance that his or her youngster will likewise be large. Be that as it may, when both guardians are large, their kids have an 80 percent shot of being fat. Albeit certain therapeutic issue can bring about obesity, under 1 percent of all obesity is brought on by physical issues.
Null Hypothesis
There is a 96.4% chance that an obese adult will give birth to an obese child.
Alternative Hypothesis
The probability of an obese parent giving birth to an obese child is less than 96.4%.
The independent variable is the variable we are occupied with. The progressions to the reliant variable are what we are attempting to gauge with all their favor procedures. In our exploration the reliant variable is the child's capacity to create obesity issues. We're attempting to quantify the adjustment in weight as impacted by dietary patterns. A dependent variable is a variable accepted to influence the independent variable. This is the variable that the scientist, will control to check whether it rolls out the independent variable improvement. In our investigation of obesity among youngsters, our autonomous variable is the recurrence of their dietary patterns.
The variables chosen are the parent, eating habits, genetics and behavioral aspects. These variables play an important role in determining the body growth of a child. The statement of the problem is the point of convergence of your exploration. It states what will be examinees, whether the research will be done through trial or non-trial examination, and what the motivation behind the discoveries will be. As a part of the Introduction, viable problem statements answer the question on why the research is being conducted.
Running head: Accounting Standard Setting in the Private Sector
4
a. Financial statements must provide a neutral scorecard of the effective of transactions
Money related explanations like the accounting report should along these lines give an unbiased scorecard of the impacts of exchanges. Speculators, banks, controllers, and different clients of the monetary reports settle on business and financial choices in view of data gave in money related proclam ...
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Running Head INITIAL PROPOSAL1INITIAL PROPOSAL6.docx
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2 1 5L e a r n I n g o b j e c t I v e sC H A P T E R.docx
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Running head STRATEGIC MANAGEMENT HEALTH CARE .docx
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Chapter 14 Collective Bargaining and Labor Relations
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Scenario A specialty memory chip manufacturer is located in South.docx
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Running head HEALTH SERVICES IN RELATION TO ENVIRONMENTAL ANALY.docx
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Hospital administration.hrm. hospital administration.health care management. ...
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快速办理(RWTH毕业证书)德国亚琛工业大学毕业证录取通知书一模一样
原件一模一样【微信：bwp0011】《(RWTH毕业证书)德国亚琛工业大学毕业证》【微信：bwp0011】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
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1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问微bwp0011
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三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【微bwp0011】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
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留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
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Contributors included:
Jo Blanden, Professor in Economics, University of Surrey
Clive Bolton, CEO, Life Insurance M&G Plc
Jim Boyd, CEO, Equity Release Council
Molly Broome, Economist, Resolution Foundation
Nida Broughton, Co-Director of Economic Policy, Behavioural Insights Team
Jonathan Cribb, Associate Director and Head of Retirement, Savings, and Ageing, Institute for Fiscal Studies
Joanna Elson CBE, Chief Executive Officer, Independent Age
Tom Evans, Managing Director of Retirement, Canada Life
Steve Groves, Chair, Key Retirement Group
Tish Hanifan, Founder and Joint Chair of the Society of Later life Advisers
Sue Lewis, ILC Trustee
Siobhan Lough, Senior Consultant, Hymans Robertson
Mick McAteer, Co-Director, The Financial Inclusion Centre
Stuart McDonald MBE, Head of Longevity and Democratic Insights, LCP
Anusha Mittal, Managing Director, Individual Life and Pensions, M&G Life
Shelley Morris, Senior Project Manager, Living Pension, Living Wage Foundation
Sarah O'Grady, Journalist
Will Sherlock, Head of External Relations, M&G Plc
Daniela Silcock, Head of Policy Research, Pensions Policy Institute
David Sinclair, Chief Executive, ILC
Jordi Skilbeck, Senior Policy Advisor, Pensions and Lifetime Savings Association
Rt Hon Sir Stephen Timms, former Chair, Work & Pensions Committee
Nigel Waterson, ILC Trustee
Jackie Wells, Strategy and Policy Consultant, ILC Strategic Advisory Board
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真实可查(nwu毕业证书)美国西北大学毕业证学位证书范本原版一模一样
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三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
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一比一原版(cwu毕业证书)美国中央华盛顿大学毕业证如何办理
原版一模一样【微信：741003700 】【(cwu毕业证书)美国中央华盛顿大学毕业证成绩单】【微信：741003700 】学位证，留信认证（真实可查，永久存档）原件一模一样纸张工艺/offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原。
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
【主营项目】
一.毕业证【q微741003700】成绩单、使馆认证、教育部认证、雅思托福成绩单、学生卡等！
二.真实使馆公证(即留学回国人员证明,不成功不收费)
三.真实教育部学历学位认证（教育部存档！教育部留服网站永久可查）
四.办理各国各大学文凭(一对一专业服务,可全程监控跟踪进度)
如果您处于以下几种情况：
◇在校期间，因各种原因未能顺利毕业……拿不到官方毕业证【q/微741003700】
◇面对父母的压力，希望尽快拿到；
◇不清楚认证流程以及材料该如何准备；
◇回国时间很长，忘记办理；
◇回国马上就要找工作，办给用人单位看；
◇企事业单位必须要求办理的
◇需要报考公务员、购买免税车、落转户口
◇申请留学生创业基金
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
办理(cwu毕业证书)美国中央华盛顿大学毕业证【微信：741003700 】外观非常简单，由纸质材料制成，上面印有校徽、校名、毕业生姓名、专业等信息。
办理(cwu毕业证书)美国中央华盛顿大学毕业证【微信：741003700 】格式相对统一，各专业都有相应的模板。通常包括以下部分：
校徽：象征着学校的荣誉和传承。
校名:学校英文全称
授予学位：本部分将注明获得的具体学位名称。
毕业生姓名：这是最重要的信息之一，标志着该证书是由特定人员获得的。
颁发日期：这是毕业正式生效的时间，也代表着毕业生学业的结束。
其他信息：根据不同的专业和学位，可能会有一些特定的信息或章节。
办理(cwu毕业证书)美国中央华盛顿大学毕业证【微信：741003700 】价值很高，需要妥善保管。一般来说，应放置在安全、干燥、防潮的地方，避免长时间暴露在阳光下。如需使用，最好使用复印件而不是原件，以免丢失。
综上所述，办理(cwu毕业证书)美国中央华盛顿大学毕业证【微信：741003700 】是证明身份和学历的高价值文件。外观简单庄重，格式统一，包括重要的个人信息和发布日期。对持有人来说，妥善保管是非常重要的。
How to Invest in Cryptocurrency for Beginners: A Complete Guide
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CHAPTER 13: EMPLOYEE BENEFITS (FEB UNILA)
- 1. H U M A N R E S O U R C E M A N A G E M E N T EMPLOYEE BENEFITS A Presentation by Group 7
- 2. DR. NOVA MARDIANA, S.E., M.M. Lecturer FATIMAH AZZAHRA 1711011099 OLINDA CALISTA 1711011119 MEET THE TEAM Group 7
- 3. L E A R N I N G O B J E C T I V E S YOU SHOULD BE ABLE TO: 1. Discuss the growth in benefits dosts and the underlying reasons for the growth. 2. Explain the major provisions of employee benefits programs. 3. Discuss how employee benefits in the United States compare with those in other countries. 4. Describe the effects of benefits management on cost and workforce quality. 5. Explain the importance of effectively communicating the nature and value of benefits to employees. 6. Describe the regulatory constraints that affect the way employee benefits are designed and administered.
- 4. REASONS FOR BENEFITS GROWTH 1. LAW MANDATING BENEFITS 2. WAGE AND PRICE CONTROLS 3. TAX TREATMENT IS MORE FAVORABLE 4. COST ADVANTAGE 5. GROWTH OF ORGANIZED LABOR 6. EMPLOYEE DIFFERENTIATION
- 5. BENEFITS PROGRAMS SOCIAL INSURANCE SOCIAL SECURITY UNEMPLOYMENT INSURANCE WORKERS' COMPENSATION 01 02 03
- 6. BENEFITS PROGRAMS PRIVATE GROUP INSURANCE MEDICAL INSURANCE DISABILITY INSURANCE 01 02
- 7. BENEFITS PROGRAMS RETIREMENT DEFINED BENEFIT DEFINED CONTRIBUTION FINDING, COMMUNICATION, AND VESTING REQUIREMENTS 01 02 03 CASH BALANCE PLANS 04
- 8. BENEFITS PROGRAMS PAY FOR TIME NOT WORKED EUROPE U.S.A 20 Vacation Days 10 Vacation Days
- 11. COMMUNICATING WITH EMPLOYEES E N G A G E D E M P L O Y E E S E N S U R E S C O N S I S T E N C Y P R O M O T E S 2 W A Y F E E D B A C K E N S U R E C O M P L I A N C E W I T H R E G U L A T O R Y B O D I E S E N S U R E S C O M M O N U N D E R S T A N D I N G P R O M O T E S A P O S I T I V E A T T I T U D E T O W A R D S C H A N G E
- 12. general regulatory issues 1. Affordable care act 2. Nondiscrimination rules and qualified plans 3. Sex, age, and disability 4. Monitoring future benefits obligations
- 13. THANK YOU!