Business Analysis: Sloans Lake Managed Care
explanatory Essay
1652 words
In order for Sloans Lake Managed Care (SLMC) to go from being an organization whereby Health plans and self-funded employers paid Sloans Lake to have access to the panel of doctors and hospitals with which it had contracts and move to being a fully insured HMO, the organization would have to use an implementation strategy. First, by utilizing employee participation and a good communication plan the organization would create a behavioral model for how the business would respond to the shift in organizational strategy in order to achieve and maintain outstanding performance. SLMC would still be the biggest PPO provider in the state, but their major focus would need to shift to being a fully insured health plan. Next, the organization would have to train the employees in order to make the change from being purely a network provider, to being a fully insured carrier. This would require a new set of core competencies. Because of this, the organization would require employees to learn new skills and behaviors. Training programs reinforced by the actions of top leadership helped freeze the newly learned skills and behaviors, it also allowed for advancement in the organization. After that, SLMC used talent management to infuse the organization with change ready, competent individuals that could help create and attain the desired change. Finally, Sloans implemented a more collaborative organic structure and a performance management system that would further help to reinforce mission, vision, and values in order for the organization to be successful in its change (Spector, 2010).
Behaviors, Knowledge, and Skills
The organization’s mission, vision and values statements were created with input from all employees. This allowed the organiza...
... middle of paper ...
...ted
Aguinis, H. (2009). Performance management (2nd ed). Upper Saddle River: Pearson Education, Inc.
Cummings, W. (2009). Organization development and change. (9th ed.). Mason, Oh.: South- Western Cengage Learning.
Heathfield, S. M. (2011). Behavioral interview: Use a behavioral interview to select the best. Retrieved from About.com:
Management by Objectives (MBO) - focus on achievable goals and attaining them. (2001). Retrieved from www.1000ventures.com: http://www.1000ventures.com/business_guide/mgmt_mbo_main.html
Robbins, & Coulter. (2007). Management. Upper Saddle River, NJ: Pearson Prentice Hall.
Robbins, S. P., Judge, T. A., & Vohra, N. (2012). Organizational behavior (14th ed.). Upper Saddle River, NJ: Prentice Hall.
Spector, B. (2010). Implementing organizational change: Theory into practice (2nd ed.). Upper Saddle River: Pearson Prentice Hall.
In this essay, the author
- Explains how sloans lake managed care (slmc) needed an implementation strategy to move from being a network provider to being an insured hmo.
- Explains how sloans lake health plan used good communication, employee participation, and feedback to implement its implementation strategy.
- Explains robbins, judge, and vohra's book, organizational behavior.
- Explains how sloans lake managed care (slmc) needed an implementation strategy to move from being a network provider to being an insured hmo.
- Explains how sloans lake health plan used good communication, employee participation, and feedback to implement its implementation strategy.
- Explains robbins, judge, and vohra's book, organizational behavior.
- Explains that sloans' mission, vision, and values statements were created with input from all employees. job analysis helped the company improve each employee's contribution to the goals of the organization.
- Explains that human resource development entails the creation of required knowledge and skill inside an organization to facilitate the effective implementation of changing strategies.
- Explains how sloans used the "make" approach and behaviorally anchored interviews to find people who possessed the desired set of competencies the organization was looking for.
- Explains that management by objectives (mbo) is a strategic management and performance management system that links performance measurement to strategy.
Harness the Power of AI to Boost Your Grades!
Haven't found what you were looking for? Talk to me, I can help!
Related
- explanatory
- analytical
- comparative
- Leadership Theoryexplanatory essayStephen P. Robbins and Timothy A. Judge in "Organizational Behavior", 12th ed. Upper Saddle River, New Jersey, 2005, p. 407
In this essay, the author
- Explains the definition of leadership and how it differs from management. leadership can be defined as the ability to influence a group toward the achievement of vision or goals.
- Explains that the basic theories of leadership are divided into three chronological groups: trait theories, behavioral theories and contingency theories.
- Explains that the early results aimed at confirming this theory were inconclusive. many research studies identified key traits supposed to differentiate leaders from nonleaders, but they didn't find common traits.
- Explains the definition of leadership and how it differs from management. leadership can be defined as the ability to influence a group toward the achievement of vision or goals.
- Explains that the basic theories of leadership are divided into three chronological groups: trait theories, behavioral theories and contingency theories.
- Explains that the early results aimed at confirming this theory were inconclusive. many research studies identified key traits supposed to differentiate leaders from nonleaders, but they didn't find common traits.
- Explains that emotional intelligence is a trait that has been identified by recent studies. the caring part of empathy inspires people to stay with leaders when the going gets rough.
- Explains that behavioral theories focus on the behavior of effective leaders instead of focusing on personality traits. this distinction is important because if they proved true, they would mean that people can be trained to become better leaders.
- Explains that the most famous behavioral theory, developed by the ohio state university, identifies two categories of behavior associated with effective leaders: initiating structure and consideration.
- Explains that the second behavioral theory, developed by the university of michigan, identified two dimensions in leadership behavior. employee-oriented leaders favor interpersonal relations, take personal interest in their employees' needs, and accept individual differences.
- Explains that there is a dimension (employee-oriented) similar to the emotional intelligence factor in trait theories and the consideration factor of the ohio state university's behavioral theory.
- Explains the main concept of contingency theories: leadership styles should match the situation of the company at any given time. five major theories have successfully isolated key situational variables.
- Explains fiedler's assumption that leadership styles are fixed in an individual, leaving no room for training or counseling.
- Explains that fiedler's model defines three contingency dimensions that define the key situational factors that determine leadership effectiveness.
- Explains the fielder model and how to apply it so as to obtain the highest level of performance.
- Explains hersey and blanchard's situational theory, which states that a leader should adapt to his employees' willingness and ability to perform tasks.
- Explains the leader-member exchange theory, which deals with the common issue of favoritism in the workplace.
- Explains that the path-goal theory is inspired by the leadership research done at ohio state university. the directive leader gives clear directions, plans and schedules to his employees, the supportive leader is friendly and attentive to their needs, and the achievement-oriented leader expects high level of performance.
- Describes eight common errors in organizational change efforts, including complacency, underestimating the power of vision, and undercommunication.
- Analyzes how organizations fail to create short-term wins, declare victory too soon, and anchor changes firmly in corporate culture.
- Cites stephen p. robbins and timothy a. judge in "organizational behavior", 12th ed. upper saddle river, new jersey, 2005.
- Cites r.j. house's "a path-goal theory of leader effectiveness," administrative science quarterly, september 1971, pp.321-338, and house, "lessons, legacy and a reformulated theory."
1819 wordsRead More - Managed Care and Quality Improvementanalytical essay...he status of the healthcare system today indicate that managed care organizations actually play a very important role in the healthcare system and the care it delivers to beneficiaries and patients. Improvements in the quality of care continue to increase across the spectrum but while there is much to celebrate about, there is also a lot to work and better in. Partnerships and compromises among MCOs, hospitals, insurance companies, health plans, practitioners, consumers and purchasers must be made to fill in the gaps and fill the areas that are still far from perfected. Needless to say, the healthcare system will never reach complete perfection because it is an ever-changing industry that adapts and transforms through time, but if all the components joint and work together then the mission of providing every patient with the best care possible will be fulfilled.
In this essay, the author
- Explains that managed care is often seen as a cost cutting initiative that is concerned with managing cost and cost only in the healthcare field.
- Explains that the managed care industry is governed and handled by for-profit organizations, which leads many to believe it focuses more on managing costs and obtaining profit than in the quality of care provided to individuals.
- Argues that managed care does not improve the quality of care because performance indicators for such are low in populous states and high in less-populous ones.
- Explains that managed care is often seen as a cost cutting initiative that is concerned with managing cost and cost only in the healthcare field.
- Explains that the managed care industry is governed and handled by for-profit organizations, which leads many to believe it focuses more on managing costs and obtaining profit than in the quality of care provided to individuals.
- Argues that managed care does not improve the quality of care because performance indicators for such are low in populous states and high in less-populous ones.
- Explains how the improvement of preterm infant care within the managed care spectrum can be used as an example of how plans have improved the quality of healthcare.
- Argues that managed care organizations play a very important role in the healthcare system and the care it delivers to beneficiaries and patients. partnerships and compromises between mcos, hospitals, insurance companies, health plans, practitioners, consumers and purchasers must be made to fill in gaps.
1296 wordsRead More - Ethical Tactics vs. Jealousy in Jeanne Lewis' Caseanalytical essayKreitner, R., & Kinicki, A. (2008). Organizational Behavior - 8th ed. New York: McGraw-Hill Irwin.
In this essay, the author
- Explains that ethics are a study in the philosophical debate over good and bad. good encompasses those things that are beneficial, while bad are those which are detrimental.
- Explains that ethics tend to be jealous. when one places something before the choice of being ethical, ethical behavior itself is lost completely. ethics speak directly to the actions of individuals.
- Analyzes how lewis uses a number of tactics for influencing the behavior of her subordinates throughout the examined case.
- Explains that ethics are a study in the philosophical debate over good and bad. good encompasses those things that are beneficial, while bad are those which are detrimental.
- Explains that ethics tend to be jealous. when one places something before the choice of being ethical, ethical behavior itself is lost completely. ethics speak directly to the actions of individuals.
- Analyzes how lewis uses a number of tactics for influencing the behavior of her subordinates throughout the examined case.
- Analyzes how lewis's success shows that her attempts to influence employee behavior are ethical. she employs tactics that benefit both the organization and the employees she is influencing.
- Analyzes jeanne lewis' ethical behavior in light of her decision to work with her employees until she was confident in her team's strength. she examines her situation before choosing her leadership style.
- Describes the harvard business school organizational behavior cases. kreitner, kinicki, paul, elder, and elder.
1070 wordsRead More - Managed Carecomparative essayManaged care dominates health care in the United States. It is any health care delivery system that combines the functions of health insurance and the actual delivery of care, where costs and utilization of services are controlled by methods such as gatekeeping, case management, and utilization review. Different types of managed care plans came into development by three major factors. These factors include choice of providers, different ways of arranging the delivery of services, and payment and risk sharing. Types of managed care organizations include Health Maintenance Organizations (HMOs) which consist of five common models that differ according to how the HMO is related to the participating physicians, Preferred Provider Organizations (PPOs), Exclusive Provider Organizations (EPO), and Point of Service Plans (POS). `The information management system in a managed care organization is determined by the structure of the organization' (Peden,1998, p.90). The goal of a managed care system is to provide subscribers and dependants with needed health care services at the lowest possible cost. Certain managed care plans also focus on prevention by trying to keep members healthy.
In this essay, the author
- Explains that managed care is differentiated by definition, operation, structure, and information needs. the pos combines characteristics of hmos with patient choice features in ppos.
- Explains the role of the health information management professional in managed care.
- Concludes that managed care integrates the functions of financing, insurance, delivery, and payment within an organization and exercises formal control over utilization.
- Explains that managed care is differentiated by definition, operation, structure, and information needs. the pos combines characteristics of hmos with patient choice features in ppos.
- Explains the role of the health information management professional in managed care.
- Concludes that managed care integrates the functions of financing, insurance, delivery, and payment within an organization and exercises formal control over utilization.
- Explains that managed care is a health care delivery system that combines the functions of health insurance and the actual delivery of care.
928 wordsRead More - Impacts and Ramifications of Stress in the Workplaceexplanatory essayHill, M. A., Miller, C. C., & Colelle, A. (2011). Organizational Behavior. Hoboken: John Wiley & Sons Inc.
In this essay, the author
- Explains that stress can have strong physical and mental effects on employees in the workplace. stress on the job is usually the result of people feeling inadequate and unable to perform duties at a high level.
- Explains that stress can be narrowed down into two different types which are acute and chronic stress. acute stress is associated with short-term responses to stressors.
- Explains that stress can be positive or negative. eustress is invigorating and creates drive within an individual.
- Explains that stress can have strong physical and mental effects on employees in the workplace. stress on the job is usually the result of people feeling inadequate and unable to perform duties at a high level.
- Explains that stress can be narrowed down into two different types which are acute and chronic stress. acute stress is associated with short-term responses to stressors.
- Explains that stress can be positive or negative. eustress is invigorating and creates drive within an individual.
- Explains the demand-control model and the effort-reward model of workforce stress.
- Explains stressors in the modern workplace, such as work overload, role ambiguity, conflict, occupation, resource inadequacy, working conditions, management style, and monitoring.
- Explains that role ambiguity is a type of stressor that occurs when employees are unclear about what the goals and requirements are for specific roles.
- Explains that role conflict is another stressor associated with turnover, absenteeism, and tardiness. it occurs when someone works in a role that conflicts with other roles held.
- Explains that some occupations and working conditions are known for creating high levels of stress, such as military soldiers, firefighters, airline pilots, and military generals.
- Explains that resource inadequacy is another stressor in the workplace. running low on resources can lead to layoffs, which causes stress on managers.
- Explains that certain management styles and employee monitoring can also create stress in the workplace. machiavellianism is best suited for more structured jobs like assembly line work while an indirect management style works best for white-collar professionals.
- Explains the consequences of stress on individuals and organizations are certainly damaging. burnout causes employees to lash out in the form of bitterness, being absent much more frequently, and not cooperating with co-workers.
- Concludes that stress plays a major factor in the modern workplace. organizations need to work towards increasing eustress and reducing distress.
- Summarizes the national law enforcement officers memorial fund's statistics on law enforcement officer fatalities.
1824 wordsRead More - Managed Careexplanatory essayThere are so many problems with our society’s health care. Everyone wants to find a
In this essay, the author
- Describes the services provided to enrolled members through efficient management of services needed by the group.
- Explains that the company offered medical services through its providers for a premium of only $.50 per month.
- Describes the different types of managed care organizations before they get into them.
- Describes the services provided to enrolled members through efficient management of services needed by the group.
- Explains that the company offered medical services through its providers for a premium of only $.50 per month.
- Describes the different types of managed care organizations before they get into them.
- Explains the review system that a case will be occurring and allows them to prepare for discharge planning.
- Describes an example of monitoring the course of health care utilization.
- Explains that the last form of utilization control that i am going to talk about is practice profiling.
- Explains that the first managed care plan that they are going to talk about is the health maintenance plan.
- Explains that some models contain qualities from more than one group.
- Explains that the first model they are going to discuss is the staff model.
- Describes the hmo's enrollees and their health care needs.
- Compares prepayment with traditional means of delivering health care, and amounts to less direct hmo.
- Explains that specialized care helps to reduce costs, but can lead to complications.
- Explains that organizations are paid on a cost basis for outpatient and other services covered under part b.
- Explains the fixed capitation fee for services no matter the extent, expense or degree, in 1997.
- Explains that medicaid recipients were allowed by states to enroll in a medicaid plan under the social security act.
- Opines that if you get to the root of the problem, it will help our health.
- Explains that there are so many problems with our society's health care, but no one has been able to come up with a solution yet. managed care is the most common form of health insurance in the united states.
- Explains that managed care dates back to as early as 1882. northern pacific railroad beneficial association was one of the first.
- Explains that the hospital in texas agreed to provide coverage by the case on a prepaid basis for some 1,500 teachers. the kaiser foundation health plan was started in 1937 as well.
- Explains that the hmo act of 1973 authorized $375 million in federal funds to help develop managed care.
- Explains the importance of having an expert evaluation of which services are medically necessary in a given case.
- Explains that quality of care requires a review of the process and changes in the patients condition to revise the course of medical treatment if necessary.
- Explains that insurance gave the insured open access to any provider, leading to an overuse of services. most managed care plans have some sort of restriction on who, and from where the patient can receive medical care.
- Explains that a physician keeps track of all enrollees' health care services. the primary doctor is the person they contact first when medical assistance is needed.
- Explains how an experienced health care professional would monitor the patient's care and determine what care is necessary in the most appropriate, and cost effective setting.
- Describes the main objectives of the project, which is to review each case and determine the most appropriate level of service and the setting in which it should be delivered.
- Explains that the review is based on an examination of medical records to access the appropriateness of care. this can be helpful for taking corrective action.
- Describes the three main factors that led to the development of different types of managed care, including the choice to pick your own provider, different ways to arrange delivery of service, and payment and risk sharing.
- Explains that each health insurance company has an established network of providers from which they require or encourage you to seek care.
- Explains that an hmo is different from the other types because it focuses on wellness care, payment in the form of capitation, use of a closed panel, and accountability.
- Explains that health care must be obtained from a doctor, hospital, or other healthcare professional inside their hmo. other special services such as mental health or drug abuse would not apply.
- Explains the advantages and disadvantages of the staff model, which is convenient for enrollees because most common services are in the same location.
- Explains that the hmo pays an all-inclusive capitation fee to the group to provide the physician services for its enrollees, which brings a block of business to group practice.
- Explains that enrollees can select any physician from this group. each group is paid a capitation fee based on how many people are enrolled.
- Explains the independent practice association (ipa) model, where the hmo contracts with a physician organization and individual physicians practice in their own offices.
- Explains that there is no limit on lifetime benefits, and the hmo will cover you as long as you are a member.
- Explains the preferred provider organization, a plan that combines the lower cost of managed care with the greater degree of choice found in traditional health care.
- Explains that a primary care physician, or gatekeeper, is not required for this plan. if you wanted to go outside of the ppo network, you would have to pay higher co-payments.
- Explains the benefits of a ppo, including free choice of providers, limited out-of-pocket costs, but the most expensive type of managed care.
- Explains that the point of service plan is a plan to lower medical costs in exchange for more limited choice. it has characteristics of both previous plans, but also differs from the two.
- Explains that if you choose to go outside of the network, it is up to you to fill out forms, send bills, and keep your own records.
- Describes the advantages of using a pos plan, such as maximum freedom of choice, minimal co-payment with no deductible, and no gatekeeper.
- Explains the impact managed care has had on medicare and medicaid. in 1982, medicare recipients were given the option to enroll or remain in a fee-for-service plan under the tax equity and fiscal responsibility act.
- Explains that states have been replacing them with primary care case management, which is like managed care, but the state contracts directly with providers who take care of the medical needs.
- Describes the strengths and weaknesses of managed care organizations. the first is that it has done a good job of containing costs.
- Opines that managed care has a public dissatisfaction with the system, and that there are limitations on what doctors you can see.
- Opines that managed care is the best that we have right now. it has done a good job of controlling costs and keeping individuals out-of-pocket costs down.
3314 wordsRead More - Managed Careanalytical essayFrom 1910 - 1970, MCOs were a small part of the healthcare landscape (see Exhibit 1 for industry timeline). As increasing medical costs placed budget constraints on government programs, it was believed that the traditional way of delivering healthcare was financially wasteful since healthcare providers (doctors, hospitals, etc.) had no incentive to keep costs to a minimum. In 1973, U.S. Congress passed the Health Maintenance Organization (HMO) Act, which required all employers with greater than 25 employees to offer two federally certified HMO plans for its workers. Unfortunately for the industry, obtaining federal certification was not an easy process. Strict requirements pertaining to minimum benefit standards, quality assurance, and financial stability made it difficult for HMOs to comply. However, during the Carter and Reagan administrations (early 1980’s), issuance of the regulations became a priority and growth ensued.
In this essay, the author
- Explains that managed care organizations (mcos) have changed dramatically with increased complexity and significance to the u.s. healthcare market.
- Explains that mcos were a small part of the healthcare landscape from 1910 - 1970. as increasing medical costs placed budget constraints, it was believed that the traditional way of delivering healthcare was financially wasteful.
- Explains how the advancement of computer technology and the economic boom of the mid-1990s led to an explosion of managed care enrollment through the 1990's.
- Explains that managed care organizations (mcos) have changed dramatically with increased complexity and significance to the u.s. healthcare market.
- Explains that mcos were a small part of the healthcare landscape from 1910 - 1970. as increasing medical costs placed budget constraints, it was believed that the traditional way of delivering healthcare was financially wasteful.
- Explains how the advancement of computer technology and the economic boom of the mid-1990s led to an explosion of managed care enrollment through the 1990's.
- Analyzes how mcos engage in non-price competition, such as the recent growth in their provider networks, to signal their relative strength in the marketplace.
- Explains that because mcos have different costs based on size and ability to benefit from economies of scale, most firms engage in some form of price competition.
- Opines that government expenditures have been supportive with industry growth, which has facilitated the ease of entry into the market.
- Explains that to compete with the larger firms in the industry, a new entrant must overcome the largest barrier — the provider network. without relationships with group practices and hospital systems, firms could find it difficult to enter the market without acquiring another firm.
- Explains that medicare and medicaid are substitutes but not available to everyone based on eligibility criteria. complements to healthcare insurance include supplemental health insurance.
- Explains that healthcare providers lack absolute power relative to the healthcare insurance firms. consolidation of firms leads to a higher number of substitutes available for the insurers to investigate.
- Explains that premiums are increasing faster than costs for health, and most of the difference is going to the profitiability of insurance companies. hospital profitability has not been strong relative to healthcare insurance firms.
- Analyzes how employers contribute to the majority of health insurance purchases, as well as secondary buyers, the employees who select among the plans screened by the employers.
- Analyzes how the switch to cheaper alternatives indicates employers' lack of power relative to managed health companies. employers feel increasingly constrained by the costs of premiums.
- Explains that consumer-directed plans combine high-deductible catastrophic insurance with preventive care and screenings, and employers deposit money into special accounts to offset the higher deductibles. these plans are misleading because employees aren't going to experience a great savings in their total expenditures for healthcare.
- Analyzes the decline in the number of employers offering health insurance plans because of rising premiums. managed care companies have removed less profitable customers from their base and continue to make profits.
1832 wordsRead More - Ivancevich, J. M., Konopaske, R., Matteson, M. T. (2009). Organizational behavior and management. Homewood, IL: BPI/Irwin.
In this essay, the author
- Explains that first coast orthopedics is a growing medical practice with great potential to compete with its two major competitors in jacksonville, fl healthcare market.
- Explains that the high turnover rate in employees depends on the individual differences and work behavior. understanding and learning each employee background will help to figure out the personal differences in the medical practice.
- Explains that ivancevich, konopaske, r., matteson, m. t. (2009). organizational behavior and management.
- Explains that first coast orthopedics is a growing medical practice with great potential to compete with its two major competitors in jacksonville, fl healthcare market.
- Explains that the high turnover rate in employees depends on the individual differences and work behavior. understanding and learning each employee background will help to figure out the personal differences in the medical practice.
- Explains that ivancevich, konopaske, r., matteson, m. t. (2009). organizational behavior and management.
- Opines that the culture in the medical practice needs a positive change because the negative attitude from the physicians to the support staff creates tension and an uncomfortable environment.
- Explains that orthopedic physicians believe that they are under staffed according to the american academy of orthopedic surgeons. the position analysis questionnaire method helps understand human factors through analyzing reactions of individuals to working conditions.
- Argues that having adequate staff is essential to the operation of the medical practice. a good strategic approach for physicians to play the game of politics is to build power bases.
- Cites campbell, b., and reeves, s. on how to motivate bad employees.
1816 wordsRead More - The Rapid Growth of Managed Careexplanatory essayThe rapid growth of managed care is the response to limited financial resources and the demand for healthcare services to be affordable. Economic viability is a crucial aspect of health care. Managed care plans were developed to provided health care services, but also to be a method to collect payment for services. There are different types of managed care plans. For example, health maintenance organization (HMO), preferred provider organization (PPO), and point-of-service (POS) plans. For brevity of this paper the HMO managed care system will be discussed along with the relevance of the role of the advance practitioner practicing in HMO setting.
In this essay, the author
- Explains that the rapid growth of managed care is the response to limited financial resources and the demand for healthcare services to be affordable.
- Explains that the 1970's need for primary care settings to curtail and control cost for employee benefits caused the development of the group practice model or hmo.
- Explains the role of the nurse practitioner in the state of texas. employers that are their own hmo can benefit by hiring nps.
- Explains that the rapid growth of managed care is the response to limited financial resources and the demand for healthcare services to be affordable.
- Explains that the 1970's need for primary care settings to curtail and control cost for employee benefits caused the development of the group practice model or hmo.
- Explains the role of the nurse practitioner in the state of texas. employers that are their own hmo can benefit by hiring nps.
- Explains that today's economic times have forced hmos to increase premium rates and sell off some of them. consumers were demanding healthcare change because of the rising cost of premiums.
- Cites anderson, a. r., & o’grady, e. t. (2009). the primary care nurse practitioner.
1048 wordsRead More - Analyzing My Personalityexplanatory essayRobbins, S. P., & Judge, T. A. (2009). Organization behavior. (13th ed.). Upper Saddle River, NJ: Prentice Hall.
In this essay, the author
- Explains that they scored very high on the conscientiousness and emotional stability and their lowest score was in the openness to experience, which they thought was very accurate.
- Explains that they are an extrovert, intuitive, feeler, and perceiver according to the jungian 16 – type personality test. they scored high on job satisfaction, which was right on the mark.
- Explains that they had high growth needs and a desire to excel and improve upon past performance. they believe the personality test is accurate.
- Explains that they scored very high on the conscientiousness and emotional stability and their lowest score was in the openness to experience, which they thought was very accurate.
- Explains that they are an extrovert, intuitive, feeler, and perceiver according to the jungian 16 – type personality test. they scored high on job satisfaction, which was right on the mark.
- Explains that they had high growth needs and a desire to excel and improve upon past performance. they believe the personality test is accurate.
- Explains that they had an average emotional intelligence (ei) score, a high ei score means that you are self-aware, recognize emotions in others, and able to manage emotional cues.
- Explains that their scores on communication skills are not impressive, which correlates to their preferring to work alone as their type-a personality suggest.
- Opines that the test has opened their eyes to what type of person they are and what they can do to improve themselves which will have a positive change to the workplace.
- Opines that by turning their focus on the little things while keeping their eye on "the big picture," they feel they can improve on their units overall productivity.
- Opines that being an enfp (secrete estj), has allowed them to thrive in chaos. they believe that praise should be given to their people for good works.
- Explains that they spent most of their childhood in the catholic church, going to catechism, and being an altar boy at their church. they believe that god has taught them humility and the true understanding of sinful ways.
- Explains that they were told that satan would tempt them in every possible way when saved by a church member. c.s. lewis reminded them that christianity is hard and easy.
- Cites beck, g. (n.d.). at all cost: accomplish the mission.
- Explains the jung typology test, which is available at humanmetrics.
1191 wordsRead More - Business Analysis: WellStar Health Systemsanalytical essayWellStar Health Systems is currently the preeminent and largest health care provider in Metro Atlanta. WellStar Health Systems is a not-for-profit institution that is composed of 5 hospitals and an abundance of physician groups. Physician specialty groups included within WellStar are: ENT, Psychiatry, Endocrinology, Pulmonary Medicine, Infectious Disease, General Surgery, Rehabilitation, Pathology, and Rheumatology. WellStar’s organizational design is composed of internal and external factors that define the organization’s size, organizational structure, and processes. Internal and external factors are the basis for influencing managerial conclusions in decision-making. These factors vary from organization to organization and are the rationale for understanding WellStar’s strengths, weaknesses, opportunities, and threats. Understanding these variables is a necessity for the sake of WellStar’s survival
In this essay, the author
- Explains that wellstar health systems is a not-for-profit institution that is composed of 5 hospitals and an abundance of physician groups. internal and external factors define the organization’s size, organizational structure, and processes.
- Explains that wellstar's two smallest hospitals were renovated with regards to their hierarchical structure in patient access services (pas). economic and demographic issues affected the reconstruction of the management chain.
- Explains that wellstar decision makers are taking additional steps to ensure that all members within the service area regardless of financial obligations are able to receive healthcare.
- Explains that wellstar health systems is a not-for-profit institution that is composed of 5 hospitals and an abundance of physician groups. internal and external factors define the organization’s size, organizational structure, and processes.
- Explains that wellstar's two smallest hospitals were renovated with regards to their hierarchical structure in patient access services (pas). economic and demographic issues affected the reconstruction of the management chain.
- Explains that wellstar decision makers are taking additional steps to ensure that all members within the service area regardless of financial obligations are able to receive healthcare.
- Explains that wellstar's newest payment project includes a self pay payment option for patients with financial barriers. the soaring cost of healthcare and increasing unemployment encumbered patients from seeking medical attention.
- Explains that wellstar's demand for more accountability is a system wide effort and is acknowledged by the organization in various ways.
- Analyzes how wellstar's internal and external factors define and shape the organization system wide. each entity focuses on its bottom line and ensures accountability by all employees.
1338 wordsRead More - Buchanan, D. A. , Huczynski, A. A., (2010) Organizational behaviour. 7th Edition. Essex: Pearson Education.
In this essay, the author
- Explains that the analysis will be held around north east based claims company we can group.
- Argues that creating a structure is not as simple as it looks, and that managers are hired to supervise the staff to ensure that organisation is adopting it original structure.
- Explains that the managerial role is based on supervising staff, but it is not the main part of a management role.
- Explains that the analysis will be held around north east based claims company we can group.
- Argues that creating a structure is not as simple as it looks, and that managers are hired to supervise the staff to ensure that organisation is adopting it original structure.
- Explains that the managerial role is based on supervising staff, but it is not the main part of a management role.
- Explains that managers have to be interested in growing the organisational profit and see the potential of companies growth. they can use a technique that is used by many companies' and works perfectly with new employees.
- Explains that managers use organisational strategies as their guidance towards reaching organizational goals, and that they have to be flexible to adapt to the company's structure.
- Explains that managers have to understand organisational strategy in order to satisfy employer needs at workplace.
- Analyzes the organisational functions and how management role has an impact on them.
- Explains that managers are responsible for organisational functions and need to be up-to-date in their field. in bigger companies, it can be explained by departments working in harmony.
- Explains that management role is important in any company, regardless of whether the company is an international monopoly or a small claims company.
- Introduces bratton, sawhuk, forshaw, callinan, and corbett. work and organizational behaviour, 2nd edition.
- Opines that buchanan, d. a., huczynski, and hucchinski are s of organizational behaviour, 7th edition.
- Explains capon, c. (2003) understanding organisational context. 2nd edition.
1974 wordsRead More - Case-study: WL Gore & Associatesexplanatory essayRobbins , Stephen P. and Judge, Timothy, A. Organizational Behavior. Upper Saddle River, New Jersey. Prentice Hall. Pearson Custom Publishing. 2008 Print
In this essay, the author
- Explains robbins, stephen p., and judge, timothy, a. organizational behavior. upper saddle river, new jersey.
- Explains that wl gore's organizational structure is an organic model with the matrix/team structure that follows their innovations strategy, chain of command, span of control and decentralization of processes and decision-making.
- Explains that the lack of hierarchy in the gore organization would best suit employees with a high core self-evaluation and most if not all of the big five factors.
- Explains robbins, stephen p., and judge, timothy, a. organizational behavior. upper saddle river, new jersey.
- Explains that wl gore's organizational structure is an organic model with the matrix/team structure that follows their innovations strategy, chain of command, span of control and decentralization of processes and decision-making.
- Explains that the lack of hierarchy in the gore organization would best suit employees with a high core self-evaluation and most if not all of the big five factors.
- Explains that the matrix/team structure of gore has advantages and disadvantages for employees and the company.
- Explains that the gore organizational design may create various types of relationships with their external companies that have a more hierarchal design.
909 wordsRead More