3-Please Follow The Instructions Below

Details:

Prepare a 10-minute presentation (10-15 slides, not including title or reference slide) on organizational culture and values.

  1. Describe how alignment between the values of an organization and the values of the nurse impact nurse engagement and patient outcomes.
  2. Discuss how an individual can use effective communication techniques to overcome workplace challenges, encourage collaboration across groups, and promote effective problem solving. Incorporate how system needs and the culture of health may influence the outcomes. How does this relate to health promotion and disease prevention in the larger picture?
  3. Identify a specific instance from your own professional experience in which the values of the organization and the values of the individual nurses did or did not align. Describe the impact this had on nurse engagement and patient outcomes.

While APA style format is not required for the body of this assignment, solid academic writing is expected and in-text citations and references should be presented using APA documentation guidelines, which can be found in the APA Style Guide, located in the Student Success Center.

This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

 

 Organizational Values Presentation apply rubric

1
Unsatisfactory
0.00%

2
Less than Satisfactory
75.00%

3
Satisfactory
79.00%

4
Good
89.00%

5
Excellent
100.00%

80.0 %Content

26.0 %Describes how alignment between the values of an organization and the values of the nurse impact nurse engagement and patient outcomes.

A description to how alignment between the values of an organization and the values of the nurse impact nurse engagement and patient outcomes is not provided.

A description to how alignment between the values of an organization and the values of the nurse impact nurse engagement and patient outcomes is provided; however, relevant information is missing as indicated in the assignment instructions.

A description to how alignment between the values of an organization and the values of the nurse impact nurse engagement and patient outcomes is provided and meets the basic criteria for the assignment as indicated in the assignment instructions.

A description to how alignment between the values of an organization and the values of the nurse impact nurse engagement and patient outcomes is offered in detail.

A description to how alignment between the values of an organization and the values of the nurse impact nurse engagement and patient outcomes is offered in detail, while demonstrating higher level thinking by incorporating prior learning or reflective thought.

26.0 %Discusses how an individual can use effective communication techniques to Overcome Workplace Challenges, Encourage Collaboration Across Groups, and Promote Effective Problem-Solving.

A discussion to how an individual can use effective communication techniques to overcome workplace challenges, encourage collaboration across groups, and promote effective problem-solving is not provided. The influence of system needs and culture of health is not included; a correlation of how these relate to health promotion and disease prevention is not established.

A discussion to how an individual can use effective communication techniques to overcome workplace challenges, encourage collaboration across groups, and promote effective problem-solving is not provided. is offered; however, relevant information is missing as indicated by the assignment instructions. The influence of system needs and culture of health is referenced but not discussed; a correlation of how these relate to health promotion and disease prevention is not established.

A discussion to how an individual can use effective communication techniques to overcome workplace challenges, encourage collaboration across groups, and promote effective problem-solving is not provided. is offered and meets the basic criteria for the assignment as indicated by the assignment instructions. The influence of system needs and culture of health is summarized; a clear correlation of how these relate to health promotion and disease prevention is not established.

A discussion to how an individual can use effective communication techniques to overcome workplace challenges, encourage collaboration across groups, and promote effective problem-solving is offered in detail. The influence of system needs and culture of health is discussed; a general correlation of how these relate to health promotion and disease prevention is established.

A discussion to how an individual can use effective communication techniques to overcome workplace challenges, encourage collaboration across groups, and promote effective problem-solving is offered in detail, while demonstrating higher level thinking by incorporating prior learning or reflective thought. The influence of system needs and culture of health is thoroughly discussed; a strong correlation of how these relate to health promotion and disease prevention is established.

28.0 %Identify a specific instance from your own professional experience in which the values of the organization and the values of individual nurses did or did not align. Describe the impact this had on nurse engagement and patient outcomes.

Identification of a specific instance from your own professional experience in which the values of the organization and the values of the individual nurses did or did not align is not provided.

Identification of a specific instance from your own professional experience in which the values of the organization and the values of the individual nurses did or did not align is offered; however, relevant information is missing such as a description of the impact this had on nurse engagement and patient outcomes.

Identification of a specific instance from your own professional experience in which the values of the organization and the values of the individual nurses did or did not align meets the basic criteria for the assignment as indicated in the assignment instructions.

An example from your professional experience is offered in detail.

An example from your professional experience is offered in detail, while demonstrating higher level thinking by incorporating prior learning or reflective thought.

15.0 %Organization and Effectiveness

5.0 %Layout

The layout is cluttered, confusing, and does not use spacing, headings, and subheadings to enhance the readability. The text is extremely difficult to read with long blocks of text, small point size for fonts, and inappropriate contrasting colors. Poor use of headings, subheadings, indentations, or bold formatting is evident.

The layout shows some structure, but appears cluttered and busy or distracting with large gaps of white space or a distracting background. Overall readability is difficult due to lengthy paragraphs, too many different fonts, dark or busy background, overuse of bold, or lack of appropriate indentations of text.

The layout uses horizontal and vertical white space appropriately. Sometimes the fonts are easy to read, but in a few places the use of fonts, italics, bold, long paragraphs, color, or busy background detracts and does not enhance readability.

The layout background and text complement each other and enable the content to be easily read. The fonts are easy to read and point size varies appropriately for headings and text.

The layout is visually pleasing and contributes to the overall message with appropriate use of headings, subheadings, and white space. Text is appropriate in length for the target audience and to the point. The background and colors enhance the readability of the text.

15.0 %Organization and Effectiveness

5.0 %Language Use and Audience Awareness (includes sentence construction, word choice, etc.)

Inappropriate word choice and lack of variety in language use are evident. Writer appears to be unaware of audience. Use of ?primer prose? indicates writer either does not apply figures of speech or uses them inappropriately.

Some distracting inconsistencies in language choice (register) and/or word choice are present. The writer exhibits some lack of control in using figures of speech appropriately.

Language is appropriate to the targeted audience for the most part.

The writer is clearly aware of audience, uses a variety of appropriate vocabulary for the targeted audience, and uses figures of speech to communicate clearly.

The writer uses a variety of sentence constructions, figures of speech, and word choice in distinctive and creative ways that are appropriate to purpose, discipline, and scope.

15.0 %Organization and Effectiveness

5.0 %Mechanics of Writing (includes spelling, punctuation, grammar, language use)

Slide errors are pervasive enough that they impede communication of meaning.

Frequent and repetitive mechanical errors distract the reader.

Some mechanical errors or typos are present, but are not overly distracting to the reader.

Slides are largely free of mechanical errors, although a few may be present.

Writer is clearly in control of standard, written academic English.

5.0 %Format

5.0 %Mechanics of Writing (includes spelling, punctuation, grammar, language use)

Contains no title slide, no references section, and no correctly cited references within the body of the presentation.

Title slide is incomplete or inaccurate. References section includes sources, but many citation errors. Citations are included within the body of the presentation but with many errors.

Title slide has minor errors. References section includes sources, but they are not consistently cited correctly. Citations are included within the body of the presentation but with some errors.

Title slide is complete. References section includes correctly cited sources with minimal errors. Correct citations are included within the body of the presentation.

Title slide is complete. References section includes correctly cited sources. Correct citations are included within the body of the presentation.

100 %Total Weightage

 

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Create a 10 pages page paper that discusses karl marx and his philosophy. The observations of Marx and Engels led to their work, which is a critique of capitalism.Karl Marx is the most erudite sociali

Create a 10 pages page paper that discusses karl marx and his philosophy. The observations of Marx and Engels led to their work, which is a critique of capitalism.

Karl Marx is the most erudite socialist thinker to emerge in the 19th century. Although he was greatly involved with social, economic and political ideology gained rapid recognition in the socialist movement after his death in 1883. While in Brussels Marx devoted him to an extensive research on the history and elaborated what came to be known as the materialist conception of history He developed in a manuscript (published posthumously as the German Ideology), of which the basic thesis was that “the nature of individuals depends on the material conditions determining their production. Marx pointed out the history of the various modes of production and predicted the abolition of industrial capitalism and its replacement by communism. He devoted himself to the study of political economy in order to determine the causes and conditions of this crisis.

Marx discovered the law of development of human history. The simple fact is that mankind must first of all eat, drink, have shelter and clothing, before it can pursue politics, science, art, religion, etc. Therefore, the production of the immediate material means, and consequently, the degree of economic development attained by a given people or during a given epoch. By laying the foundation upon which the state institutions, the legal conceptions, art, and even the ideas on religion, of the people concerned, have been evolved.

Karl Marx discovered the special law of motion administering the present-day capitalist mode of production, and the bourgeois society that this mode of production has created. The unearthing of surplus value abruptly threw light on the problem, in trying to solve which all previous investigations, of both bourgeois economists and socialist critics, had been groping in the dark.

Marx authentic mission in life was to contribute to the overthrow of capitalist society and of the state institutions, which it had brought into being, to contribute to the liberation of the modern proletariat.

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Create a 4 pages page paper that discusses mcdonalds marketing campaign. Ray Kroc changed what was at one time a product orientation, into a marketing orientation. Back in 1955, this was still a new t

Create a 4 pages page paper that discusses mcdonalds marketing campaign. Ray Kroc changed what was at one time a product orientation, into a marketing orientation. Back in 1955, this was still a new type of management. ( Kroc 185-217) From the beginning, Kroc was already at the forefront of marketing.

Ray Kroc founded the McDonald’s way back in 1954 that worked as a single restaurant till 1955 but soon Kroc thought upon the idea of franchise-system. By 1974 the Brand Mac has already become a name to reckon with from its first Woolwich High Street in South London. Each succeeding generation since then saw the McDonald’s hype increase and permeate almost every body’s life in a few decades.

For such a great hype however the McDonald’s cannot be held the sole responsible. The people enjoyed the freedom that the Mac provided with a release from sheer labour of preparing the foods three-times a day. If the Mac rationalized the trend of serving, the people welcomed with even greater response. McDonald’s uses a theory referred to as relationship marketing. Relationship marketing is defined as marketing to protect the customer base. The customer is viewed as an asset and the company’s marketing goal is to attract, maintain, and enhance customer relationships.

McDonald is facing a major attack on its brand from anti-globalisation and other pressure such as United Poultry Concerns- (www.upc-online.org). They are going after McDonald’s because they think it has deep pockets. So far the company has been able to use finical marshal to fend off an attack. The litigation cases in the United States against McDonald so far has been settled out of courts and the courts have thrown out most of them.

Kids represent an important demographic to marketers because they have their own purchasing power, they influence their parents’ buying decisions, and they’re the adult consumers of the future. With this in mind, McDonald, like many other manufacturers are using various marketing and communications strategies to encourage children and adults to buy their products.

The McDonald’s new mantra, other than the diet is ‘Go Active’, ‘Eat Smart’, and ‘Be Active’.

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Your assignment is to prepare and submit a paper on corporate finance of the schindler holding ag.

Your assignment is to prepare and submit a paper on corporate finance of the schindler holding ag. The company’s other division, ALSO, provides ‘information and communications technology and consumer electronics in the wholesale and logistics sectors (Google Finance 2009).’ Schindler operates in 125 countries, with its 45,063 employees around the world, while most of its ALSO operations cater to European customers (Yahoo Finance).

A firm’s liquidity is measured by certain financial ratios which include the current ratio, quick ratio, and average collection period. Schindler Holding’s current ratio is 1.45 in 2004, 1.3 in 2005, 1.31 in 2006, 1.29 in 2007, and 1.33 in 2008 (see Table 1 in the Appendices). The company’s quick ratio is 1.06 in 2004, 0.92 in 2005, 0.87 in 2006, 0.84 in 2007, and 0.95 in 2008 (see Table 1 in the Appendices). As for the company’s average collection period, the company collects its accounts receivable in 53.81 days in 2004, 58.29 days in 2005, 59.73 days in 2006, 52.13 days in 2007 and 47.45 days in 2008 (see Table 1 in the Appendices).

Exhibit 1 in the Appendices shows the trend of Schindler Holding’s current ratio and quick ratio. The company’s current ratio has declined from 2004 to 2005, increased from 2005 to 2006 then declined again to 2007. From 2007 to 2008, this ratio is increasing. The company’s quick ratio, on the other hand, has faced a constant decline from 2004 up to 2007. In 2008, the company’s quick ratio has increased from 2007. The difference in the trend between the two ratios tells one thing-while the company has increased its current assets in 2006, the increase is mainly attributed to assets aside from cash, short-term marketable securities and accounts receivable.

Exhibit 3 in the Appendices shows a lengthening collection period from 2004 to 2006. From 2006 to 2008, however, the trend goes downward. This means the company has cut down on its collection period. The shorter the collection period, the shorter the operating cycle is and cash comes back to the company from its operations more quickly.&nbsp.The company’s operating efficiency is measured by ratios such as the company’s inventory turnover, fixed asset turnover, and total asset turnover. Schindler Holding’s inventory turnover in 2004 is 22.53 times, 21 times in 2005, 17,87 times in 2006, 16.13 times in 2007, and 18.71 times in 2008 (see Table 1 in Appendices). Exhibit 2 shows the trend for this ratio. from 2004 up to 2007, Schindler Holding’s inventory turnover ratio is in a downward trend before it goes up in 2008. Since inventory turnover ratio determines how fast a company disposes of inventories and turn into the cost of goods sold to the company. The company has become less efficient in converting its inventories into sales from 2004 to 2007 until it has improved its efficiency in 2008.

The company’s fixed asset turnover ratio measures how hard the company’s fixed assets are employed in terms of contributing to the company’s revenues. In 2004, this figure amounts to 15.42 times, 20.34 times in 2005, 22.97 in 2006, 27.29 times in 2007 and 28.83 times in 2008 (see Table 1 in the Appendices). This ratio has an upward trend from 2004 to 2008 (Exhibit 2), which means the company increases the efficiency of its fixed assets, in relation to revenue generation.

The company’s total asset turnover in 2004 is 1.57, 1.56 in 2005, 1.67 in 2006, 1.92 in 2007, and 2.01 in 2008 (Table 1).

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Business Ideas For Nurse Practitioner Entrepreneurs Presentation

References no more than 5 years old please.

Nurse practitioners can practice in many locations and can be a clinical practice as well as a consulting business, educational business. Read through the list and use it to develop your own business plan presentation. The presentation must have no more than 15 slides including the title and reference page and must have the following headings: Please check attachment

  1. Concept Statement: What are the benefits of your product or service? Presenting the practice idea, reason for selecting this area and summarizes the general plan.
  2. Marketing Plan: What is the target market and how will you penetrate it?Presents the need for the practice, who it will be marketed to and why that group. Present a sample of a marketing strategy (i.e. magazine, tv or radio ad)
  3. Development: How will you develop and produce the product or service? What are the risks of the venture and what can you do to reduce these risks?
  4. Finance & Accounting: What are the financial implications of the plan? What resources, including funding, are required to successfully create the business plan? Show how you will support the business (billing). Expenses, contracts, building space et.
  5. Legal Considerations: Identify any legal considerations the business team might foresee. Collaboration, protocols, state regulations, local regulation, licenses, certifications needed the business.
 

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HMGT 320 6380 Management In Healthcare Organization

Medication error in a selected healthcare facility such as providing the wrong dosage of medication or the wrong medication to a patient. A bow-tie analysis places the critical incident at the center of the framework and identifies in graphic format the root cause leading up to the incident on the left side of the critical incident. On the right side of the incident, key preventive measures are graphically represented. In one image, you will capture the incident (at the center), the causes for failure in quality, and (on the right) preventive measures a manager can put in place to stop this failure from happening in the future. The final graphic will appear as a bow-tie.

Articles and resources on the application of a bow-tie analysis have been provided in this week’s readings for the student’s reference.

Title Page

1 page (double spaced) Page should clearly articulate what the critical incident is and provide background.

1 page Page should include the bow-tie analysis

Reference Page (2 references minimum)

Written document should conform to American Psychological Association (APA) 6th Edition

 

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You will prepare and submit a term paper on Disparate Impact Drug Testing. Your paper should be a minimum of 500 words in length.

You will prepare and submit a term paper on Disparate Impact Drug Testing. Your paper should be a minimum of 500 words in length. VII prevents disparate treatment discrimination. Disparate treatment is when an employer intentionally discriminates against a member of a protected class. This can be during the hiring process, the placement process, the promotion process, and so forth. (HR-Guide.com, 2001).

Examining an example can be useful in understanding disparate treatment. Two workers – say Jack and Jill – work at the same company. On Monday, both employees are absent from work. When they come to work on Tuesday, the boss fires only Jill, but not Jack. If the reason the boss only fired Jill is because she is a female, then this constitutes an illegal practice of disparate treatment. This would also be the case if Jill was fired for being black, Chinese, handicapped, old, and so forth. However, if the boss only fired Jill because she had a much worse attendance record than Jack (or anyone else at the company), this would be acceptable. (Runkel, 2008).

Disparate impact discrimination is also prohibited by Title VII. Disparate impact happens when an employer does something that would not appear to be discriminatory yet has a discriminatory affect. It is important to understand that disparate impact does not necessarily have to be intentional on the part of the employer – although sometimes it is. (HR-Guide.com, 2001).

There are many examples that can be used to illustrate disparate impact. One example is an employer that will only hire janitors who are high school graduates. This understandable method of employment may actually impact blacks or certain racial groups more than others, because those certain groups are statistically less likely to have graduated from high school. (Runkel, 2008). Another example may possibly involve employers drug testing employees’ hair strands prior to hiring them. Evidence exists suggesting that black hair may retain traces of drugs longer than lighter-colored hair, which means that this practice would cause groups of people with black hair (African Americans, Asians, etc.) to be less likely to be hired. (Discriminations, 2005).

Because cases of disparate impact typically do not involve intentional discrimination, it is interesting to note what happens when an employee accuses a company of this sort of practice. If an accusation of disparate impact is made, and a court finds that the practice does in fact have a negative impact on a protected group of people, then the company is required to prove that their practice “is job related for the position in question and consistent with business necessity.” (Runkel, 2008). Should a company be unable to prove the necessity of their practice, then they have unlawfully performed disparate impact discrimination, and they will be reprimanded.

Disparate treatment and disparate impact, then, both protected by Title VII, are obviously very different. While disparate treatment involves the intentional discrimination of a certain protected group, disparate impact entails non-discriminatory practices that have discriminatory effects against certain protected groups. In disparate treatment cases, the plaintiff must prove that the employer intended to discriminate against them based on one of the protected groups they belong to. In disparate impact cases, however, the employer does not have to be proven to have been intentionally discriminating – instead, the plaintiff must prove that the employer’s discriminatory practice is irrelevant to the job.

Sources Cited

[Anonymous]. (2005). “Disparate Impact Drug Testing” Discriminations. Retrieved online 5 December 2008 from http://www.discriminations.us/2002/06/disparate_impact_drug_testing.html.

HR-Guide.com. (2001). “EEO: Disparate Impact” and “EEO: Disparate Treatment.” HR Guide to the Internet. Retrieved online 5 December 2008 from http://www.hr-guide.com/data/G701.htm.

Runkel, R. (2008). “Disparate Treatment #15” and “Disparate Impact #20.” Law Memo, Inc. Retrieved online 5 December 2008 from http://www.lawmemo.com/101/2005/12/disparate_treat_1.html.

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World Headquarters Jones & Bartlett Learning 5 Wall Street Burlington, MA 01803 978-443-5000 info@jblearning.com www.jblearning.com

THIRD EDITION

Introduction to Health Care Management

Edited by

Sharon B. Buchbinder, RN, PhD Professor and Program Coordinator

MS in Healthcare Management Program School of Graduate and Professional Studies

Stevenson University Owings Mills, Maryland

Nancy H. Shanks, PhD Professor Emeritus

Department of Health Professions Health Care Management Program

Metropolitan State University of Denver Denver, Colorado

2

World Headquarters Jones & Bartlett Learning 5 Wall Street Burlington, MA 01803 978-443-5000 info@jblearning.com www.jblearning.com

Jones & Bartlett Learning books and products are available through most bookstores and online booksellers. To contact Jones & Bartlett Learning directly, call 800-832-0034, fax 978-443-8000, or visit our website, www.jblearning.com.

Substantial discounts on bulk quantities of Jones & Bartlett Learning publications are available to corporations, professional associations, and other qualified organizations. For details and specific discount information, contact the special sales department at Jones & Bartlett Learning via the above contact information or send an email to specialsales@jblearning.com.

Copyright © 2017 by Jones & Bartlett Learning, LLC, an Ascend Learning Company

All rights reserved. No part of the material protected by this copyright may be reproduced or utilized in any form, electronic or mechanical, including photocopying, recording, or by any information storage and retrieval system, without written permission from the copyright owner.

The content, statements, views, and opinions herein are the sole expression of the respective authors and not that of Jones & Bartlett Learning, LLC. Reference herein to any specific commercial product, process, or service by trade name, trademark, manufacturer, or otherwise does not constitute or imply its endorsement or recommendation by Jones & Bartlett Learning, LLC and such reference shall not be used for advertising or product endorsement purposes. All trademarks displayed are the trademarks of the parties noted herein. Introduction to Health Care Management, Third Edition is an independent publication and has not been authorized, sponsored, or otherwise approved by the owners of the trademarks or service marks referenced in this product.

There may be images in this book that feature models; these models do not necessarily endorse, represent, or participate in the activities represented in the images. Any screenshots in this product are for educational and instructive purposes only. Any individuals and scenarios featured in the case studies throughout this product may be real or fictitious, but are used for instructional purposes only.

This publication is designed to provide accurate and authoritative information in regard to

3

the Subject Matter covered. It is sold with the understanding that the publisher is not engaged in rendering legal, accounting, or other professional service. If legal advice or other expert assistance is required, the service of a competent professional person should be sought.

Production Credits VP, Executive Publisher: David D. Cella Publisher: Michael Brown Associate Editor: Lindsey Mawhiney Sousa Associate Editor: Nicholas Alakel Associate Production Editor: Rebekah Linga Senior Marketing Manager: Sophie Fleck Teague Manufacturing and Inventory Control Supervisor: Amy Bacus Composition: Integra Software Services Pvt. Ltd. Cover Design: Kristin E. Parker Rights & Media Specialist: Merideth Tumasz Media Development Editor: Shannon Sheehan Cover and Title Page Image: © Yegor Korzh/ShutterStock, Inc. Printing and Binding: Edwards Brothers Malloy Cover Printing: Edwards Brothers Malloy

10950-4

Library of Congress Cataloging-in-Publication Data Names: Buchbinder, Sharon Bell, editor. | Shanks, Nancy H., editor. Title: Introduction to health care management / [edited by] Sharon B.

Buchbinder and Nancy H. Shanks. Description: Third edition. | Burlington, Massachusetts : Jones & Bartlett

Learning, [2015] | Includes bibliographical references and index. Identifiers: LCCN 2015040132 | ISBN 9781284081015 (paper) Subjects: | MESH: Health Services Administration. | Efficiency, Organizational. | Health

Care Costs. | Leadership. Classification: LCC RA971 | NLM W 84.1 | DDC 362.1–dc23 LC record available at

http://lccn.loc.gov/2015040132

6048

Printed in the United States of America 20 19 18 17 16 10 9 8 7 6 5 4 3 2 1

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We dedicate this book to our loving husbands, Dale Buchbinder and Rick Shanks—

Who coached, collaborated, and coerced us to “FINISH THE THIRD EDITION!”

5

Contents

FOREWORD PREFACE ACKNOWLEDGMENTS ABOUT THE EDITORS CONTRIBUTORS

CHAPTER 1 An Overview of Health Care Management Jon M. Thompson, Sharon B. Buchbinder, and Nancy H. Shanks

Introduction The Need for Managers and Their Perspectives Management: Definition, Functions, and Competencies Management Positions: The Control in the Organizational

Heirarchy Focus of Management: Self, Unit/Team, and Organization Role of the Manager in Establishing and Maintaining

Organizational Culture Role of the Manager in Talent Management Role of the Manager in Ensuring High Performance Role of the Manager in Leadership Development and

Succession Planning Role of the Manager in Innovation and Change

Management Role of the Manager in Health Care Policy Research in Health Care Management Chapter Summary

CHAPTER 2 Leadership Louis Rubino

Leadership vs. Management

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History of Leadership in the U.S. Contemporary Models Leadership Styles Leadership Competencies Leadership Protocols Governance Barriers and Challenges Ethical Responsibility Important New Initiatives Leaders Looking to the Future Special Research Issues Conclusion

CHAPTER 3 Management and Motivation Nancy H. Shanks and Amy Dore

Introduction Motivation—The Concept History of Motivation Theories of Motivation A Bit More About Incentives and Rewards Why Motivation Matters Motivated vs. Engaged—Are the Terms the Same? Measuring Engagement Misconceptions About Motivation and Employee

Satisfaction Motivational and Engagement Strategies Motivating Across Generations Managing Across Generations Research Opportunities in Management and Motivation Conclusion

CHAPTER 4 Organizational Behavior and Management Thinking Sheila K. McGinnis

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Introduction The Field of Organizational Behavior Organizational Behavior’s Contribution to Management Key Topics in Organizational Behavior Organizational Behavior Issues in Health Organizations Thinking: The “Inner Game” of Organizational Behavior The Four Key Features of Thinking Mental Representation: The Infrastucture of Thinking Processing Information: Fundamental Thinking Habits Decision Making, Problem Solving, and Biased Thinking

Habits Social Cognition and Socio-Emotional Intelligence Research Opportunities in Organizational Behavior and

Management Thinking Conclusion

CHAPTER 5 Strategic Planning Susan Casciani

Introduction Purpose and Importance of Strategic Planning The Planning Process SWOT Analysis Strategy Identification and Selection Rollout and Implementation Outcomes Monitoring and Control Strategy Execution Strategic Planning and Execution: The Role of the Health

Care Manager Opportunities for Research in Strategic Planning Conclusion

CHAPTER 6 Healthcare Marketing Nancy K. Sayre

Introduction

 

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You will prepare and submit a term paper on Why I Want To Be a Layer. Your paper should be a minimum of 500 words in length.

You will prepare and submit a term paper on Why I Want To Be a Layer. Your paper should be a minimum of 500 words in length. Personal ment “What do you want to do when you grow up” It is the requisite question any adult asks every child. As a youngster the answer waseasy. “I want to be an archaeologist,” proud of myself for being able to spell a word that some of my teachers could not. This idea lasted through elementary school, until I learned of some disturbing news. Eventually, someone let slip that the true job of an archaeologist does not involve carrying a bullwhip, booby trapped cursed artifacts, or fighting Nazis. My curious young mind drew a blank. I no longer knew what to be. I no longer had a clear goal of what it was I did want to do.

At this point, when asked the same question, my new response of “I don’t know,” was always met with a reluctant suggestion that I should not be in a hurry, that perhaps one of these days I would find something, that there would always be time. One notable suggestion for a vocation I ever received was that maybe I should consider being a lawyer. That suggestion was quickly shot down. Lawyer No thanks. Like many of my law school applying peers, my first impression of a lawyer was from TV and movies. Unlike my peers, I was neither fascinated by the ramblings of Matlock nor of someone’s cousin named Vinnie. No thank you. And so I would wait.

Flash forward twenty years, and the answer was, unfortunately, still the same. I did not rush into any decision. I took my time. But approaching age thirty, I was becoming frustrated with my lack of direction. Perhaps it was genetics. My mother found her vocation at age forty. Raising three children on her own was tough enough. While working two jobs, and going to night classes, she finally became an elementary school teacher. a job she still loves. Although I truly admire my mother’s fortitude, I was too impatient to wait that long.

I did not have a specific focus when I went through high school, except for knowing then that I wanted to go to college – a good college. My goal for those four years of high school was clear. Good grades and SAT scores got me into my top choice of UCLA, but once there, I was again lost. Scandinavian languages Anthropology I could not even select a major. I eventually chose political science because I enjoyed many of the classes. I wondered if that was the right choice, as it surrounded me with pre-lawyers, a role I was not dreaming of.

I was still taking my time. I was still not in a hurry. In the meantime, I worked various jobs, hoping to stumble upon my dream job. I found them all interesting, in the beginning. With a lot to learn, I was stimulated so I advanced quickly. Later on, as there was less to learn, I realized that I wanted more. Would I ever find a job compelling enough to keep me interested and learning It was not looking good.

The real highlights came in the periods between jobs, when I could set off for parts abroad. These stints gave me the opportunity to live somewhere new and learn something new. The variety and challenges of different cultures and languages provided the stimulation I wanted. Working for a summer in Ireland, learning Spanish in Guatemala, and studying Vikings in Copenhagen all worked towards the idea that wherever I do end up, ‘international’ would likely be in my job title.

Last spring, I came across a notice for an internship in Germany. I spoke no German, but read on. The legal research internship provides an opportunity for a student who is keen on international environment law with fluency in English and Spanish. International environmental law There it was again. Everywhere I turned it was “law”, or “lawyer” or “law school”. Could I escape it Should I escape it I read the ad again, picturing myself as the prospective intern. I have always been a proponent of a healthy environment. Time in Germany would be great. I could read Spanish and English. But most likely it was the word “international” that convinced me to apply. And so I applied. I felt that I was destined for this and so I got it.

Had I made the wrong decision I walked up the steps to what I hoped was the right address. It was not bad enough that I was unsure about my choice to take on this work, but I was not even sure if I was in the right place. I was very confident when emailing my resume and cover sheet, and later on a telephone interview. But now I was here, second-guessing butterflies did their dance. Take a deep breath. I did know why I came. I did know I could do the work. So let’s get started.

At last, I was in the right place. As soon as I understood my duties, I dove into the work. It primarily consisted of reading and reviewing different articles on environmental impact assessment from Chile and the European Community, then preparing summaries. Varied. Challenging. Detailed. For me, invigorating. So this is what a lawyer does It was nothing like those dull court room so-called “dramas.” I knew immediately that I had to learn what this job was really all about.

Challenged as I was with the job, it empowered me to make a vital decision – I wanted to be a lawyer. I realized that my calling is truly to be of service to people by upholding the truth and the majesty of the law.

Realizing the immensity of the commitment in becoming a lawyer, I further evaluated if this indeed is my destiny or just another one of my passing whims. Researching the rigors of studying in a law school, talking with law school students and lawyers, as well as touching base with my mentor Dr Hannes Wakonig only served to strengthen my resolve.

Now, I am all geared up to take bold steps towards my dream. The only part I find distracting now is the waiting. I will have to wait until next fall before my I can officially get started with the next and most exciting chapter of my life. I was not in a hurry. I took my time. It paid off.

“What do you want to do when you grow up” they will ask.

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. CME and CEU requirements for health professionals per the institution who provides their licensure

Assignment

Read chapter 11 and 12 of your text.

******material uploaded as an attachment****

Create a 5-7 page educational PPT. Each PPT slide should be engaging and contain a minimum of 150 words in the “notes” section of slide.  If you are not familiar with PPT creation or notes, see the attached tutorial.  Your PPT should contain a minimum of 3 scholarly references in APA format.

The cover page and reference page do not count towards the number of slides that are required.

The slides should address the following subjects as it relates to the HR role of the health administrator,

1. Utilizing OIG and professional state licensure to investigate new hires

2.  License renewals for health professionals

3.  CME and CEU requirements for health professionals per the institution who provides their licensure

4.  Reporting infractions to the governing body

5.  Mandatory Annual Training

Submit the completed assignment to the designated DropBox.

 

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