Identify flaws in the design of the report of employees
Sociology
Identify flaws in the design of the report of employees
Given the guidelines presented in this chapter, identify flaws in the design
of the Report of Employees shown below. What assumptions about users and tasks
did you make in order to assess this design? Redesign this report to correct
these flaws.
Strategic problems in a modern business organisation
Analyse one or more strategic problems in a modern business organisation and
produce a comprehensive report detailing the objectives, methodologies,
findings, analysis, and conclusions of the research carried out above.
Since the report needs to be your original work, a report from the College’s
“turnitin” software, should accompany your report.
2. Analyse the extent to which you have developed your knowledge, throughout
the course and how the course and this project has helped your employability.
Enterprise resource planning system
“Visualize a small (6 person) IT project team that is given the task to re-
design a company’s enterprise resource planning (ERP) system. The members of
the team are borrowed from different parts of the IT Department. For example,
the database expert comes from the database “shop” and the tester is from the
testing “shop.” One team member – the specialist on the company’s business
process – comes from outside the IT department.
Which of Mintzberg’s five structural types is this team most likely to
reflect? Explain your rationale in detail and give another (non-project)
example of where this structure is appropriate.
Describe three key arguments made by each author
Describe three key arguments made by each author
Unit IV Article Critique Write an Article Critique of at least two pages (not
including title and reference pages) on the article listed below: Gilbert, R.
(2007). To incinerate or not to incinerate. Alternatives Journal, 33(2/3), 47
-49. You can find this point-counterpoint article in the GreenFILE database of
the CSU Online Library. The article presents opposing arguments, made by
Richard Gilbert and Mark Winfield, one in favor of incineration over
landfilling and one against. Your paper should address the following topics:
Describe three key arguments made by each author.
Do the authors’ arguments support their main points?
What evidence from the textbook supports the main points of each author? You
should include one reference to the text for each side of the argument.
Which side do you support? Be sure to back up your argument with at least one
outside source. All sources used, including the textbook, must be cited and
referenced according to APA style.
Article- To Incinerate or Not to Incinerate, Richard Gilbert and Mark Winfield
debate the burning issue.
Examine the concept of emotional quotient
Examine the concept of emotional quotient
According to the article “Emotional Intelligence and Effective Leadership”,
one of the most important constructs in leadership today is the concept and
application of emotional intelligence (EI)(Batool, 2013).
Imagine that you are an internal consultant to an organization of your
choosing and the CEO has tasked you with preparing a presentation for the
Board of Directors on what emotional intelligence is, and its influence on
leadershipand the people within the organization. You will create the
presentation using PowerPoint or other equivalent software.
Prepare an eight to ten (8-10) slide presentation in which you:
1. Fully explain emotional intelligence, and give two (2) examples of the
concept. Next, examine the concept of “emotional quotient” compared to
traditional “intelligence quotient.”
2. Suggest two to three (2-3) reasons why leaders’ need emotional intelligence
to manage today’s workforce. Speculate on at least two (2) possible
consequences should a leader not possess emotional intelligence.
3. Explore the elements of emotional intelligence that leaders must be aware
of to increase leadership effectiveness.
4. Recommend a strategy that the organization could undertake in order to
improve the social skills of leaders within the organization and thereby
positively influence their emotional intelligence. Support your recommendation
with specific examples that illustrate why the strategy would be effective.
5. Include speaker’s notes for each slide to indicate what you would say as
you were delivering the presentation to the Board of Directors.
6. Use at least three (3) quality academic references in this assignment. You
may include the resource(s) provided in the assignment.
Sociology
Discuss positivist sociology-interpretive sociology
Discuss positivist sociology, interpretive sociology, and critical sociology
so that you present each orientation clearly. why might a sociologist prefer
one orientation over another? why is it important for a student of sociology
to understand all three?
William Shakespear’s “A Midsummer Night’s Dream”
Identify one or more of the dominant themes in William Shakespeare’s A Midsummer Night’s Dream. Construct an argument about how the relationship between two of the play’s characters allows for development of the theme(s).
In today’s world, film and television (even video games and music) have ratings systems, but live stage theatre still does not a formal ratings system. This journal is to reflect on and respond to the following questions:
Create your response, in the Assignment submission box below (not in the Comments field), as a journal or diary entry. This response will not be read by your fellow classmates. The journal should be 1-2 pages long, approximately 400-500 words minimum. Be careful of spelling, grammar, capitalization, and punctuation…proofread and edit your work as necessary. If including a video or internet link, please cite your sources. This assignment will be graded according to the Journal Rubric attached.
Understanding the individual characteristics of your employees
There is a theory that motivation can only come from within, however, as a manager you will have the responsibility to not only manage the daily activities of your employees but to also motivate them. Understanding the individual characteristics of your employees is key as this allows you to have a personal approach based on their personality rather than relying solely on your leadership style. Having a strong understanding of motivational theories will aid in your ability to motivate personnel.
In this chart complete the following:
Please submit your assignment.
Your assignment will be graded in accordance with the following criteria. Click here to view the grading rubric.
General Guidelines
DO NOT PLAGIARIZE……anything over 10% will be penalized; any OS over 49% is an automatic flunk
healthcare processes, outcomes,
Quality measures are tools that help us measure or quantify healthcare processes, outcomes, patient perceptions, and organizational structure and/or systems that are associated with the ability to provide high-quality health care and/or that relate to one or more quality goals for health care. These goals include: effective, safe, efficient, patient-centered, equitable, and timely care.” (CMS.gov, para 2, 2017). Many incentive models are used throughout different organizations. One model includes giving a percentage of profits to the provider after cost and benefits is paid from revenues (Rhodes et al., 2015). However, in areas where income is minimal (low-income or poverty stricken areas) this type of method would not be an enticing motivator.
What is the difference between quality measures and performance indicators?
A performance indicator is set technical specifications that define how to calculate a rate indicative of the quality of the performance (CMS.gov, 2017).
What performance measures are used for NP productivity?
The performance measure used by Rhodes, Bechtle, & McNett included the method of evaluating APNs performance through self, peer, supervisor, and ancillary staff evaluation as well as patient satisfaction data (Rhodes et al., 2015). APNs were notified of the plan through email and also emailed the surveys to complete. The results of these incentive measures increased job satisfaction by 1.6% despite the many changes the organization underwent (Rhodes et al., 2015).
Why are incentive plans used in clinical organizations?
These incentive plans are motivators for employees to increase their work performance through increased patient satisfaction, providing quality care, and broadening capabilities. The incentive plans often include increase in pay, bonuses, or other types of rewards. Incentive plans are ways for employers to evaluate employee performance and recognize good workmanship. Furthermore, “Incorporation of incentive plans can increase quality, patient satisfaction, and provider job satisfaction (Rhodes, Bechtle, & McNett, page 126, 2015)”.
Overall, the use of incentives can be a positive motivator for increasing APNs success by creating an environment of positive competition in the workplace by providing better service and quality care. So long as the models best fit the organization and area, they can work effectively. Routine evaluation is necessary to maintain such business models as health care and needs are forever changing.
References:
CMS.gov. (2017). Quality Measures. Centers for Medicare & Medicaid Servcies. Retrieved from: www.cms.gov/Medicare/Quality-Initiatives-Patient-Assessment-Instruments/QualityMeasures/index.html?redirect=/qualitymeasures
Rhodes, C. A., Bechtle, M., & McNett, M. (2015). CNE SERIES. An Incentive Pay Plan for Advanced Practice Registered Nurses: Impact On Provider and Organizational Outcomes. Nursing Economic$, 33(3), 125-132.
Response # 2 to Mike Bird
Quality and Cost Measurements
Quality and improvement is an important aspect of the profession of Nurse Practitioners (NP). Several areas of incentive pay plans have a direct impact on excellence, as well as being cost effective throughout the health care setting (Rhodes, Bechtle, & McNutt, 2015). The purpose of this discussion post is to explain the importance of quality measures using clinical performance measures in regards to patient satisfaction and to identify the performance measures used for NP productivity. Finally, the opinion of the author on incentive payment for care, including external motivators and at least one business model, will be addressed.
Patient Satisfaction and Performance Measures
In the article by Rhodes et al., (2015), several incentive plans are discussed and provide evidence that incentive plans can increase quality, patient satisfaction, and provider job satisfaction. Patient satisfaction is a quality that is often measured for reimbursement from Medicare and Medicaid recipients and studies have shown that NPs hold an advanced degree which includes health promotion, disease prevention, health education, counseling, and diagnosing and managing acute and chronic conditions (Liu & D’Aunno, 2011). Time restraints for physicians on wait times for appointments and treatments are directly associated with patient satisfaction scores, and utilizing NPs in the clinical setting has shown to reduce the amount of time a patient has to wait to see a provider (Pickard, 2014). In most cases, NPs are able to assess and treat many of the clinic patients before the physician is able to visit with the patient, which gives the NP more time to educate and counsel the patient on health management and healthy lifestyle changes (Pickard, 2014). The added time that the NP has with the patient increases satisfaction because information is provided on their medications, disease processes, and lifestyle changes, which patients appreciate, and in turn, increase their satisfaction with the health visit (Pickard, 2014). Although patient satisfaction is only part of the pay-process for providers, it is a vital component in reimbursement for many insurance companies, as well as state and federally funded programs for health care coverage.
NP Productivity
Simply counting the number of patients that an NP assesses is only part of the picture when measuring productivity in health care. Patients are all different and present with a variety of symptoms, comorbidities, treatment options, and varied amounts of time it takes to provide individual care (Pickard, 2014). Relative value units (RVUs) have been established to indicate the resources that are required to determine physician fee schedules, although, NPs are not often included or utilized in these models of payment (Rhodes et al., 2015). The key factors that influence productivity are volume, cost, work effort, and revenue, whereas, the factors influence the final result of productivity are quality, efficiency effectiveness, and patient satisfaction (Pickard, 2014). NPs offer much more than the RVU measures for reimbursement. The Advanced Practice Registered Nurse (APRN) has a direct effect on patient education and patient satisfaction which is not measured by the use of RVUs (Pickard, 2014).
Incentive Payment for Care
RVUs measure the resources that are used when treating patients, and is utilized by physician services but are not always utilized with incentive plans for NPs (Rhodes et al., 2015). Incentive plans that include the core competencies of health education, promotion, and counseling for healthy lifestyle changes should be implemented into an incentive plan that allows NPs to charge for these services. Integrating these services with clinical productivity incentives measured by the Medical Group Management Association (MGMA) for non-physician providers would add motivation to utilize the education that APRNs work so hard to achieve. In the clinical setting, NPs and physicians should work as a collaborative team for patient treatments and positive outcomes and should both be compensated appropriately.
In the hospital setting, where the author is employed, NPs are utilized in the “Fast track” area of the Emergency Room which sees patients that are of a lesser acuity and need fewer resources for treatment. The NP assesses, educates, counsels, diagnoses, and prescribes medications for these patients, but the physician charges the patient an RVU when the Doctor goes in and asks the patient “how was your visit?” The physician and the hospital are compensated for the visit, and the NP gets no compensation or credit for the stay. Because there is no incentive for NPs to see patients in a timely fashion (other than job security), the turn-over rate and burnout for these practitioners are high within the department. The study that was conducted by Rhodes, Bechtle, & McNutt (2015), explains the importance of retention and the use of incentives to increase productivity, patient satisfaction, and student/staff training to name a few.
Business Model
For NPs that want to become independent, a business plan for opening a sovereign practice might be an option if the practitioner wants to be fully compensated for the work that they do. Business plans are vital if a business is to succeed, and these plans include assessing, identifying problems (diagnosing), developing interventions, implementing solutions, and evaluation of the activities (Harris, 2013). The initial components of contemplating an independent practice look very similar to the knowledge that NPs use in diagnosing and treating patients. Although there are other components to a business plan, NPs are in a unique position to understand the process of a business plan. Depending on the state that the practitioner resides, or decides to practice, it is imperative that the practitioner becomes aware of the state and federal regulations for undertaking a potentially rewarding and lucrative task. Self-employed NPs are responsible for keeping up with outside measures and performance, and patients will go to providers that who will be accessible and who will be reimbursed by the patient’s insurance plan (Buppert, 2018). Providers that are driven by meeting the standards that research shows can increase patient outcomes and satisfaction, will thrive as an independent business (Buppert, 2018).
Conclusion
NPs are a vital member of the health care team in any setting and they bridge the gap in access to providers. Practitioners are trained to educate, counsel, diagnose, and treat illnesses associated with a variety of patients that they assess, and should be compensated appropriately for their services. Studies have reported that APRNs are dissatisfied with the lack of monetary bonuses, reward distribution, and compensation for activities beyond their regular duties (Buppert, 2018). A change in the use of RVUs to compensate for the work that NP’s do on educating, counseling, increasing patient satisfaction scores, and outside activities, such as professional leadership roles in the community, should be included to properly reimburse the NP for the important role they play in health care.
References
Buppert, C. (2018). Nurse practitioner’s business practice and legal guide (6th ed.). Burlington, MA: Jones & Bartlett Learning.
Harris, S. J. (2013). Start-up private practice business plan for advance practice nurse practitioner in Northeast Iowa. Retrieved from http://www.scholarworks.montana.edu
Liu, N., & D’Aunno, T. (2011). The productivity and cost-efficiency of models for involving nurse practitioners in primary care: A perspective from queueing analysis. Health Services Research, 1-20. https://doi.org/10.1111/j.1475-6773.2011.01343.x
Pickard, T. (2014, March-April). Calculating your worth: Understanding productivity and value. Journal of the Advanced Practitioner in Oncology, 5(2), 128-133. Retrieved from https://www.ncbi.nih.gov/pmc/articles/PMC4093517/
Rhodes, C. A., Bechtle, M., & McNutt, M. (2015, May-June). An incentive pay plan for Advanced Practice Registered Nurses: Impact on provider and organizational outcomes. Nursing Economics, 33(3), 125-131. Retrieved from Walden University Library database