The mission of the company has been based upon increasing trust levels of the patients around the healthcare professionals. The trust is to be built around knee and hip replacements which might have been “good enough” in the past that they are not good enough in the current state. The agreement with surgeons who partner with Microport Orthopedics helps the group of patients gets back on their feet much quickly. The surgical processes at the company also require less rehabilitation. The company has placed priority on increasing innovation and being an industry leader, the two components that increase the customer level of satisfaction.
According to research findings by (Liu, 2012) organizations look forward to increasing productivity and reducing
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Integration can be encouraged between firms in areas to do with sharing workload, distributed workflow, meeting needs of the patients in a more flexible way and sharing of expertise. Microport faces a challenging future because of the rapid changes that are taking place in radiology. Partnerships will be in a position to provide for scalability, architecture and up-gradability. Being part of the partnership team will make it possible for Microport Orthopedics to get the appropriate advice on how to meet both the current and future needs of the …show more content…
There is a need for risk assessment where the risks are to be analyzed from three perspectives i.e. risk, opportunities and capabilities. The risk will involve the downside from losing the valuable assets mentioned in the above case that can involve loss of valuable assets in the organization. The upside of the risk is referred to as opportunity. Metropolitan Orthopedics can, for example, look at the opportunities regarding the value it is creating for the company shareholders, the level of profitability it is gaining and the level of revenues in the
Planning for this new venture requires the nurse executive to analyze the marketing opportunities and resources needed to be successful. Market analysis determines that the hospital and community would benefit in investing in an elective hip and knee joint replacement unit. Community assessment has indicated this demand to sustain this investment in the proposed implementation of the JRU. According to Brinkman et al., (2014) “an increase in the number of hip and knee joint replacement procedures is growing nationally with hip replacements increase of 7.5% over 2011 and knee replacements reflecting 7.3% over 2011”. The aging population and increased incidence of obesity are primary causes for the increase in joint replacements. This trend indicates a lucrative opportunity in instituting the proposed unit. Furthermore, the only competitive hospital is within a 45-mile radius from JRU being centrally located it will meet the needs of this community and beyond.
(23) This finding was a summary of forty-three economic studies by David Levine and Laura D'Andrea Tyson, "Participation, Productivity, and the Firm's Environment," in A. Blinder, editor, Paying for Productivity: A Look at the Evidence (Washington D.C.: The Brookings Institute, 1990), pp. 205-214.
An article titled where to look for supply saving (2009) identified physician preference items a great area for saving. How is the preferred item selected? A survey by Leah (2013) studied what influence the orthopedic surgeon decisions when choosing medical supply. The survey result is a follow: vendor relationship 45%, advance technology 45%, contracted vendor 5% and cost of implant 5%. Therefore, only 5% of orthopedic surgeons consider cost when the choosing supply. A standardized treatment protocol will improve a better decision making with choosing a
productivity: An examination of gender, occupational status and work environments effects. Report available from The Merrill-Palmer Institute, 71-A East Ferry, Detroit, Michigan, 48202.
“It is therefore imperative for a company to understand the attitude of its workers and measure the job satisfaction of its employees, as job satisfaction is essential for productivity” (L. Bradshaw para. Therefore, the individual can still attain high job productivity without having the satisfaction in their field of work. This happens when money is just their motivation, or if they’re trying to receive a promotion. Others try to increase their productivity due to just the satisfaction they obtain from their work.
For an increase in productivity a firm should focus on increasing its revenue and reducing its cost. This will lead to the longevity and success of a business. In the manufacturing industry, this means efficiency in internal processes. The knowledge and skills of people contributes to innovation and productivity improvement. Increasing pressures on the manufacturing sector stem from skills shortages and growing competition for talent. Well-connected people who are capable of collaborating and have access to peer knowledge can contribute to the success of a
Rodgers, Robert, and John E. Hunter. "Impact of Management by Objectives on Organizational Productivity." Journal of Applied Psychology 76.2 (1991): 322-36. Print.
Employees perform productive behaviors by engaging in behavior that contributes positively to organizational goals and objectives (Britt & Jex, 2008, para 2). Organizations intend for employees to adapt to behaviors that will positively increase the functioning of the agency. This is done through proper training and efficient skills to complete significant roles. Positive long-term effects result from productive employee behaviors. Employees who contribute to the organization help ease financial burdens and strengthen job performances. The goal for most organizations is to have numerous employees perform duties that require little or no excess supervision. New employees train to self-sustain in an organization through strong leadership and staff recognition. The act of being productive relates with performance and a person’s effectiveness on-the-job. Workers achieving a great deal in a short amount of time are known as efficient workers. ...
Identify the potential risks which affect the company and manage these risks within its risk appetite;
Over the past decade, risk and uncertainty have increasingly become major issues which impact business activities. Many organizations are raising awareness to minimize the adverse consequences by implementing the process of Risk Management Framework which plays a significant role in mitigating almost all categories of risks. According to Ward (2005), the objective of risk management is to enhance a company’s performance. In particular, the importance of the framework is to assist top management in developing a sensible risk management strategy and program.
Chevalier, A. Walker, I. Harmon, C. & Zhu, Y. “Does Education Raise Productivity, or Just
Hospital for Special Surgery (HSS) is a private hospital that specializes in orthopedic surgery and the treatment of rheumatology conditions. According to the employer handbook, the mission of HSS is to “provide the highest quality patient care, improve mobility, and enhances the quality of life for all and to advance the science of orthopedic surgery, rheumatology, and their related disciplines through research and education. [HSS] does this regardless of race, color, creed, sexual orientation, or ethnic origin”. On the other hand, the vision is to “lead the world as the most innovative source of medical care, the premier research institution, and the most trusted educator in the field of orthopedics, rheumatology, and their related disciplines”. (Employee Handbook, 2016)
...mon practices by the department of human resources management of any development organizations. In addition, according to Seta et al., (2000) he found there are researchers was argued that proper training, work progress, and compensation could increase employees’ satisfaction toward their job and organization (Seta et al., 2000). So, by improving employees’ QWL is a prerequisite to increase an organizational productivity. High Quality of Work Life (QWL) organizations achieve better productivity and become highly competitive. Impact and effect of QWL toward workforce include reduced absenteeism, lower turnover and improved and employee job satisfaction (Mosadeghrad, Ferlie and Rosenberg, 2011). Satisfied employees are deemed to be an effective labour force and become as an important assets for the organization’s effectiveness for an organization (Masri, 2009).
In Today’s world, the composition and how work is done has massively changed and is still continuing to change. Work is now more complex, more team base, depends greatly on technological and social skills and lastly more mobile and does not depend on geography. Companies are also opting for ways to help their employees perform their duties effectively so that huge profits are realized in the long term .The changes in the workplaces include Reduction in the structure of the hierarchy ,breakdown in the organization boundaries , improved and better management tactics and perspectives and lastly better workplace condition and health to the employees. (Frank Ackerman, Neva R. Goodwin, Laurie Dougherty, Kevin Gallagher, 2001)
“Business productivity is dependent on employee job satisfaction”. When an employee feels satisfied, secure and trust the employer, they work harder which will enhance the business productivity (Philip, 1958). Moreover, when the employee feels respected, admired, and appreciated by their employers, they will produce productive work which will generate high profit and revenue and hence less turnover (Kalim, Syed & Muahmmad,