...HSA 315 WEEK 8 ASSIGNMENT 2 COMPETIVENESS AND PERFORMANCE To purchase this visit here: http://www.activitymode.com/product/hsa-315-week-8-assignment-2-competiveness-and-performance/ Contact us at: SUPPORT@ACTIVITYMODE.COM HSA 315 WEEK 8 ASSIGNMENT 2 COMPETIVENESS AND PERFORMANCE HSA 315 Week 8 Assignment 2 - Competiveness and Performance Effectiveness for Health Care IT Systems - NEW 2015 Version Strayer Write a six to eight (6-8) page paper in which you: Define the fundamental responsibilities and key characteristics of the Chief Information Officer (CIO) and Chief Technology Officer (CTO) within health care organizations. Make one (1) recommendation where they can utilize their expertise to assist with employee and patient satisfaction. Support your response with related examples of such expertise in use. Suggest two (2) developing technologies that health care systems should use in order to improve health care processes and thus increase the quality and lower the cost of health services. Provide a rationale to support your response. Determine two (2) significant methods that health care systems should use in order to prevent misuse of information and protect data privacy and thus achieve a high level of security of health information. Provide a rationale to support your response. Activity mode aims to provide quality study notes and tutorials to the students of HSA 315 Week 8 Assignment 2 Competiveness and Performance in order to ace their studies...
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...technology in the delivery of health care. Home health care is no exception. Patients today are fully informed consumers and insist on participating in their health care and being fully knowledgeable of all options available. Physicians need the most time effective and accurate measures to help care for their patients. Home health care must be able to maintain the competiveness, maintain financial security and deliver quality patient care. These are some of the factors motivating our current change of implementing the Tele health Program. Monitoring the Implementation of the Tele health Program Monitoring the implementation of the telehealth program begins with the training and education of nurses and physical therapists so that they may acquire the skills required for hands on use of the new system. All current and newly employed clinicians will need to complete the learning modules on the use of the telehealth program system. Practice monitors will be made available and kept in the office classroom for those who wish to practice with the unit. Team managers will also be trained as an additional resource persons for those needing assistance when visiting patients in the field. The Telehealth Resource Center will educate and test in clinical competency of the telehealth monitoring system. Initially, a trainer will accompany each clinician in the field and observe the clinician’s skill in setting up the system within the patient’s home...
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...diminishes the prime cost of th4e final product or service, sothe hospital gets an opportunity to avail customers with better prices. Concepts of Quality Management • Ensure your health care fits your needs and preferences (What is Qualityin Health Care, n.d). • Ensure that your health care does not cause harm (What is Quality inHealth Care, n.d). • Ensure that your health care is right for your illness (What is Quality inHealth Care, n.d). • Make sure that your health care is given without unnecessary delays(What is Quality in Health Care, n.d). • Ensure that your health care includes only the medical tests andprocedures that you need (What is Quality in Health Care, n.d). • Make sure that your health care is fair and not affected by such thingsas your gender, language, color, age or income (What is Quality inHealth Care, n.d). The Cleveland Clinics method of approach to quality management are toprovide lower healthcare cost, revenue generated , overall reputation, internal andexternal competiveness, motivate their employees and market and profit sharing. There are times where different terms or phrases can all be mean one and the samething therefore seek to achieve the same goal. With regard to quality management it Quality Management 3can be taken to mean: quality performance, quality management, performancemanagement, quality...
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...Baldrige Performance Excellence Program awards up to eighteen public or private United States organizations. The name of the award is the Malcolm Baldrige National Quality Award, and it is administered to organizations in the business, healthcare, education, and nonprofit sectors for performance excellence. Each award is given by the President of the United States and awarded to organizations across six categories of eligibility including manufacturing, service, small business, education, health care, and nonprofit. The Malcolm Baldrige National Quality Award is named after the former United States Secretary of Commerce Malcolm Baldrige. He served in this position from 1981 until 1987, when Baldrige death in a rodeo accident. During his tenure, he was a strong supporter of quality management and believed that it was imperative to United States wealth and sustainability. Because of this interest, Congress named the award after him. The award was created in response to the leaders of America finally realizing that quality was a key component in the worldwide arena of business and competiveness. The purpose of the award, which came to be as a result of the 1987 Malcolm Baldrige National Quality Improvement Act, was to promote awareness of performance excellence in regards to competitiveness in U.S. business. Since its inception in 1987, the award has expanded to include health care, education, nonprofit, and government organizations. In addition to increasing performance excellence...
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...The Development of Methodology for Assessing Competiveness of the Pharmacies in Kazan, Russia Azaliya Zaripova AUBG Fall 2013 I. Introduction The transition of a Russian command economy to a free market economy in 1991changed the structure of pharmacies. First of all, some pharmacies became private. Other firms were left under the state control and continued operating at a break-even level. Second, a rapid growth of the pharmaceutical industry in Russia and its availability for the imports from western and eastern companies intensified competition among many producers. Today, an increasing amount of pharmacies is the main reason of increased competition in the Russian pharmaceutical industry. Moreover, an assortment of products has expanded. In 1990s, the new non-traditional types of products became available for customers, such as dietary supplements and homeopathic remedies. A variety of products in pharmacies has increased three times due to an introduction of products-substitutes by different producers. In order to gain a substantial market share and make a profit, pharmacies’ managements invent new marketing and business strategies. (36i6, Medical Portal) To sustain competitive advantage in the industry, a pharmacy has to concentrate on high quality products, provide its customers with clear information about its products, and efficiently manage a sale system. The main reason of company’s inefficient operations is the lack of information about market values of the industry...
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...Developing an Effective Performance Management System Performance Management Model The Performance Management Model “is an integrated process of defining, assessing, and reinforcing employee work behaviors and outcomes. Performance management includes: practices and methods for goal setting, performance appraisal, and reward systems” (2009, p. 421) The Performance Management Model brings goal setting, performance appraisals and rewards together with three contextual factors of business strategy, workplace technology, and employee involvement. “Business strategy defines the goals and objectives, policies, and intended relationships between the organization and its environment to compete successfully, and performance management focuses, assesses, and reinforces member work behaviors toward those objectives and intentions.” (2009, p. 422) Workplace technology refers to goal setting, performance appraisals and rewards either at the individual or group level, depending on if the work assignment needs to be performed by the individual or the group. However, it should be noted that even when the work is group-based, it will still be in part dependent on the individuals within the group to complete the overall work assignment. Rather, each group member will have their own individual tasks to manage that will benefit the group’s work assignment overall. Lastly, employee involvement refers to whether the goal setting, performance appraisal, and reward systems require the input from...
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...for taking risks to earn themselves and their firms a lot of money. Troubled Asset Relief Program (TARP), which included restrictions on executive pay designed to discourage executives from taking “unnecessary and exces-sive risks.” In an opinion piece in The Wall Street Journal, entitled “How Business Schools Have Failed Business,” the former director of corporate finance policy at the United States Treasury wrote that “misaligned incentive programs are at the core of what brought our financial system to its knees.” 7 He says that we “should ask how many of the business schools attended by America’s CEOs and directors educate their students about the best way to design managerial compensation systems.” How people are paid affects their behaviors at work, which affect an organization’s success. 8 For most employers, compensation is a major part of total cost, and often it is the single largest part of operating cost. These two facts together mean that well- designed compensation systems can help an organization achieve and sustain...
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...provider to residential customers under the XFINITY brand and also provides these services to businesses. Comcast headquarters is in Philadelphia. Comcast applies the latest innovation and technology to entertain, inform and connect people in new ways. As a company uniquely positioned to inform, empower, and inspire, Comcast embraces the opportunity to create conversation and mobilize action. They believe it's not just about moving the business forward; it's about moving people forward. Comcast has gone through many organizational changes and acquisitions like many global companies. Employees in the call centers feel that with all the changes made the company has lost sight of the employees’ wants and needs. Comcast has a great health benefits package, free cable service, employee engagement activities, incentives, perks and discounts with other companies, and a great financial benefits package. However employees are still unsatisfied because of the things they used to have such as Christmas parties, Christmas bonus, bigger productivity bonuses and a more laid back atmosphere. Employees in the billing department use to receive comp time off and received higher commissions. The Chicago Division Billing call center employees don’t feel that the company gets the input of the employees affected by these changes. With the change of these policies things they used to get commission on they no longer receive. Comcast has gone through a lot of budget cuts and their salaries...
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...Health and Safety Management Systems - An Analysis of System Types and Effectiveness EXECUTIVE SUMMARY 1. INTRODUCTION 2. HEALTH AND SAFETY MANAGEMENT SYSTEMS 3. TYPES OF HEALTH AND SAFETY MANAGEMENT SYSTEMS PART ONE: LITERATURE AND FRAMEWORK FOR ASSESSMENT 3.1 INTRODUCTION 3.2 LITERATURE ON TYPES OF HEALTH AND SAFETY MANAGEMENT SYSTEMS PART TWO: CASE EVIDENCE 3.3 SYSTEM TYPES - CASE STUDY FINDINGS 3.4 SUMMARY 4. ASSESSING HEALTH AND SAFETY MANAGEMENT SYSTEM EFFECTIVENESS PART ONE: LITERATURE AND FRAMEWORK FOR ASSESSMENT 4.1 INTRODUCTION 4.2 LITERATURE ON EFFECTIVENESS OF HEALTH AND SAFETY MANAGEMENT SYSTEMS PART TWO: CASE EVIDENCE 4.3 THE TWENTY CASES: CONTENT AND LEVEL OF DEVELOPMENT OF HEALTH AND SAFETY MANAGEMENT SYSTEMS 4.4 THE TWENTY CASES: OUTCOME DATA 4.5 SUMMARY 5. FACTORS SHAPING PERFORMANCE AND THE ROLE OF SYSTEM TYPE 5.1 INTRODUCTION 5.2 BASICS AND EXTRAS 5.3 SYSTEM-RELATED CHARACTERISTICS 5.4 THE ROLES OF THE KEY WORKPLACE PLAYERS 5.5 THE LINKAGES BETWEEN HEALTH AND SAFETY PERFORMANCE AND SYSTEM TYPE 5.6 SUMMARY 6. CONCLUSIONS REFERENCES APPENDIX ONE: CASE STUDY PROTOCOL APPENDIX TWO: ASSESSMENT CRITERIA APPENDIX THREE: CASE SUMMARIES AND SYSTEM TYPES Executive Summary This report examines planned approaches to health and safety management in the workplace. It is the result of a two-year study of enterprise-level health and safety management systems, funded by Worksafe Australia, and conducted from late 1994 to late 1996. The need...
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...CHAPTER I INTRODUCTION OF THE STUDY The supermarket industry refers to the business of selling raw foodstuffs and similar products in a retail environment. There are a number of different types of businesses within this industry, usually consisting of markets and grocery stores, which can consist of small operations or large corporations with numerous locations. The supermarket industry can be considered a part of the food service industry, though it is often seen as a separate industry since there are a number of considerations supermarkets have to make that are different than running a restaurant or similar establishment. Products offered by supermarkets usually include raw foodstuffs, though prepared foods can also be sold. In many ways, the modern supermarket industry has grown out of the traditional markets once prevalent in numerous countries. These markets acted as a gathering place for individual merchants, many of whom were selling their own goods. Such markets were often open air establishments in which people could peruse the various fruits, vegetables, meats, and fish available from farmers, butchers, and fishmongers. Many of these same products are offered by the supermarket industry, though the process of acquiring and selling these goods has become more standardized. This industry analysis will show different factors and causes of the competition of supermarket industry in Malolos, Bulacan and will present some factors...
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...Annual Report 2008-09 Productivity Commission Annual Report Series © COMMONWEALTH OF AUSTRALIA 2009 ISSN ISBN 978-1-74037-286-2 1035-5243 This work is subject to copyright. Apart from any use as permitted under the Copyright Act 1968, the work may be reproduced in whole or in part for study or training purposes, subject to the inclusion of an acknowledgment of the source. Reproduction for commercial use or sale requires prior written permission from the Attorney-General’s Department. Requests and inquiries concerning reproduction and rights should be addressed to the Commonwealth Copyright Administration, Attorney-General’s Department, Robert Garran Offices, National Circuit, Canberra ACT 2600. This publication is available in hard copy or PDF format from the Productivity Commission website at www.pc.gov.au. If you require part or all of this publication in a different format, please contact Media and Publications (see below). Publications Inquiries: Media and Publications Productivity Commission Locked Bag 2 Collins Street East Melbourne VIC 8003 Tel: Fax: Email: (03) 9653 2244 (03) 9653 2303 maps@pc.gov.au General Inquiries: Tel: (03) 9653 2100 or (02) 6240 3200 An appropriate citation for this paper is: Productivity Commission 2009, Annual Report 2008-09, Annual Report Series, Productivity Commission, Canberra JEL code: D The Productivity Commission The Productivity Commission, is the Australian Government’s independent research and advisory body on a range...
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...is not a new matter, as its existence was long years ago. But the new thing is that how it operates and presenting its activities for the purpose of serving customer requirements to increase their well being in the sense of wealth. Banks also provide many services for clients to make easy their life in a busy environment. In this competitive environment in today’s world, the entire bank increases their facilities in favor of their customers to retain them and capture more share of the market to be leader. Interest is one of the main factors in attracting customers and also one of the significant factors in increasing extra income from providing loans besides other service income. So, it can be said that conventional banking systems are interest-based system. Bangladesh is one of the largest Muslim countries of the world. The people of this country are deeply committed to Islamic way of Life as it is mentioned in the Quran and Sunnah. But it is not possible for the people to establish and design their economic lives in accordance with Shariah. The very objective of Shariah is to promote the welfare of the people that lies in safeguarding their faith, their life, their posterity and their wealth. In this regard to establish a banking world that run according to Shariah, the concept of Islamic Banking Arise. Its establishment in Bangladesh on 13th March 1983, named Islamic Bank Bangladesh Limited. The...
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...designed and installed to promote desirable employee outcomes, which include the enhancement of the in role and extra role behaviors of employees. Every organization is made up of people. Acquiring their services, developing their skills, motivating them to high levels of performance, and ensuring that they continue to maintain their commitment to the organization are essential to achieving organizational objectives. 1.2 Objectives of the study: (a) Broad Objective: To evaluate the training & development activities of steel industry and to identify the need and implementation of performance appraisal. Finding the ways of creating more effective appraisal and T & D system for KSRM is another objective. (b) Specific Objective: v How T& D is done in a big steel company like KSRM v How performance appraisal is done in KSRM v To identify the importance of T & D and appraisal in a company like KSRM v Identifying the problems that occurs during T & D and performance appraisal v To put forward some recommendation 1.3 Methodology: Data Collection For preparing this report data have been collected from both primary and secondary sources. Knowledge regarding different T&D operations and performance appraisal has been learned by observing the operations of company and also by working with the Officers at the same time. KSRM Officials has also been interviewed for getting more information. For the analysis part, data have been collected from different statements...
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...The Changing Context of Employment Relations 1 The population in Singapore is aging. Why should a human resource manager worry about such a trend? What is the implication of this trend to trade union leaders? There will be a shortage of workers when these mature employees reach retirement age which is also fuel by the shrinking population. Trade unions leaders and government are promoting lifelong learning and retraining to increase older workforce employability. 2 The workers of today are better educated. What is the implication of this trend for the human resource manager in a company? Better education has led to an occupational shift in the workforce. The number of people in the higher occupation groups has increased over the last decade. This resulted in an increase in occupation types for professional and manager while a decrease in occupation types for production workers and labourers. 3 There is a large pool of mid-career workers in Singapore labour market. What are their characteristics? How can an employer encourage these workers to continue contribution to the company? Mid-career workers were born during the 1930s to 1940s and educated in the 1940s to 1960s. These were periods of political uncertainty. The standard of living was low and many of these people had to drop out of school to look for jobs. Educational opportunities then were limited. Many of these mid-career workers are educated in non-English schools and thus most of them are not highly competent in...
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...% % !“GARNIER”! Situation%Analysis%% (Skincare%Industry)% STRATEGIC!MARKETING!(20008)! ASSIGNMENT!1! SEMESTER!2,!2013! TUTORIAL:!Wednesday!1J!2pm! TUTOR:!Katherine!Therese! Polson! PREPARED&BY:& ANITA!TANG:!558!433! ELENA!JOKIC:!539!600! EMMA!SMITH:!392!185! PHOEBE!POWELL:!586!589! SHANNON!FARGHER:!587!520! Team%members:%A.T,%E.J,%E.S,%P.P%&%S.F% ! Page%1% Table of Contents EXECUTIVE&SUMMARY&......................................................................................................................................................&3! 1.0&BUSINESS&SCOPE&.........................................................................................................................................................&5! 1.1&MISSION&AND&VISION&.............................................................................................................................................&5! 1.2&PRODUCT&DEFINITION&AND&PRODUCT&CATEGORIES&TARGETED&...............................................................................&5! 1.3&COMPETITORS&........................................................................................................................................................&5! 1.4&MARKET&SEGMENTS&TARGETED&..............................................................................................................................&5! 1.5&TIME/SPACE&BOUNDARIES&................................................................................................
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