...Table of Contents Topic: The performance of doctors and administrators in the management of healthcare facilities 3 Chapter 1: Introduction 3 1.1 Background of the problem 3 1.2 Problem statement 4 1.3 Purpose statement 5 1.4 The significance of the study 5 1.5 Nature of the study 6 1.6 Research questions and hypothesis 6 1.7 Conceptual or theoretical framework 7 1.8 Definition of terms 8 Strategic management 8 Employee welfare 8 Risk management 9 Public Health care sector 9 1.9 Assumptions 9 1.10 Scopes, limitations and delimitations 9 Chapter 2: Literature review 10 2.1 Resource management 10 2.2 Employee management 12 2.3 Risk management 15 References 18 Topic: The performance of doctors and administrators in the management of healthcare facilities Chapter 1: Introduction The management of health care facilities has been a major concern especially within public funded health facilities. Public health facilities have experience various cases of mismanagement and they have been unable to handle the increasing and changing demands towards health care (Dunn et.al, 2007). The private health institutions are considerably managed in an admirable manner because most owners treat them as an investment hence leading to the usage of strategic management in the running of these private health care centers. The public health care centers have less levels of accountability because of laxity by the funding authorities in instituting better management teams. Most...
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...15 Chapter - I Introduction and Research design Introduction Employee retention refers to policies and practices companies use to prevent valuable employees from leaving their jobs. How to retain valuable employees is one of the biggest problems that plague companies in the competitive marketplace .Replacement costs usually are 2.5 times the salary of the individual. The costs associated with turnover may include lost customers and business and damaged morale. In addition there are the hard costs of time spent in screening, verifying credentials, references, interviewing, hiring and training the new employees. (Workforce Planning for Wisconsin State Government, 2005).” “Cost control is the top benefit objective for employers in the...
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...Organizational Theory and Readiness for Change Assignment II: Force Field Analysis Denisha Hightower Morgan State University SOWK 608.185 Professor Sandra Austin The Human Service agency that will be described in this paper will identify the organizational issue, pin point a solution, strategize how to implement the solution and lastly determine how to assess if there was a change in the issue. This paper will also provide an analysis chart on the organization’s Strengths, Weaknesses, Opportunities and Threats (SWOT) and an appendix of both the SWOT analysis and an Organizational chart will be provided. The agency that was selected to be analyzed is a public governmental agency which was established in 1975 to aide families and persons who experience financial hardships and need assistance in obtaining basic necessities such as food and shelter to become self-sufficient. The organization also administers federally funded programs to aid individuals in obtaining medical assistance, financial stability through Family Investment Services and Nutritional needs through a food funding program. The organization further delegates other state programs for homeless people, child and adult protection and investigation, as well as programs extended for women victims of domestic violence. The organization’s mission is to aid and pursue those who are struggling economically, provide preventative services and protect defenseless children and adults. The organization’s governance...
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...HR Audit “The things that get measured gets managed” www.humanikaconsulting.com Agenda 1. Introduction 14. General Auditing Method 2. Challenges For H.R. 15. Methods Of Hr Audit Department Eight Challenges 16. Research Approaches To Audits 3. Meaning & Purpose Of Hr 17. Hrm Auditing Process Audit 4. Purposes Of Hrm Auditing 5. Objectives Of Hr Audit 6. Benefits Of HR Audit 7. Frequency Of HR Audit 8. The Principles Of Effective Hrm Auditing 9. Types Of HR Audits 10. The Scope Of Human Resource Audits 11. Hrm Audit Measures 12. HR Standards 13. Task Auditor INTRODUCTION • “How does a firm know if its human resource practices have an impact on business results? • “..most professional service firms and organizations complete an extensive audit of their financial statements on an annual basis, but the programmes involving “people”, such as recruiting, training or pay-for-performance are seldom given the same scrutiny.” • “..the starting point for enterprises wishing to manage their human capital successfully and seeking a labour competitive advantage is activities of the HR department.” CHALLENGES FOR H.R. DEPARTMENT EIGHT CHALLENGES IDENTIFIED BY DAVE ULRICH (1997) Globalization The H.R department will need to create models and processes for achieving global activeness, effectiveness and competitiveness. Managing the Value Chain for Business Competitiveness Innovation Faster Decision Making Price or Value Advantage Effective linking with Suppliers ...
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...“Good corporate Governance as a vital constituent of Corporate Social Responsibility” with reference to Indian MNCs Type: Literature review Name of Research Scholar: Santosh Basavaraj, Research Scholar, Anna University of Technology, Coimbatore. Research Supervisor: Dr.B.Rajasekaran, Principal, RKKR School of Management Studies Ettimanickampatty, Coimbatore Road, SALEM – 637 504 Contact Number & Email ID:997209785,santosh_bs2001@yahoo.com Purpose: This research paper aims at gaining an insight into the concepts of Corporate Governance and CSR which enables this researcher to generate new ideas on concepts under study. The central purpose of this research paper is to determine how companies Corporate Social Responsibility practices blended in Corporate Governance and to study integration of CSR with CG which enable future researchers to study how companies are able to sustain its Competitive edge with good CSR activities by considering some good practices followed in industry and their critical evaluations in recent events. This research sets the foundation for future study and refers literature to develop a new hypothesis in the concept of CSR. An additional objective of this research paper is to review the Literature on Corporate governance and studying the Juxtaposition of CG and ethical issues for better corporate social responsibility. Design/methodology/approach This is an exploratory research design and it is used to seek insight in general nature...
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...“Best Perspectives to Human Resource Management” Author: Arrey Mbongaya Ivo ©2006 African Centre for Community and Development (www.africancentreforcommunity.com ) All rights reserved. Table of Contents 1.0 Introduction, Perspectives in Management and the genesis of Human Resource Management 1.1 Scientific or Closed management, Human Relations or Semi open system, Open System or Contingency system 1.2 Personnel management/ Personnel Manager 1.3 The genesis of Human Resource Management(HRM)/Defining Human Resource Management 1.4 What is ‘Hard’ and ‘Soft’ HRM? 1.5 The Debate between Human Relations(HR) and Human Resource Management(HRM) 1.6 The Human Resource Manager and his role 2.0 Attempting a framework for Human Resource Management(HRM) 2.1 Using HRM as a style, a strategy and an outcome 2.2 Is HRM a restatement of Personnel Management? 2.3 Is HRM a new managerial discipline? 2.4 HRM as a resource-based dimension of management 2.5 The Strategic and international possibilities of HRM 3.0Using some models of HRM to critically assess HRM “Hard” and “Soft” Approaches. 3.1The Harvard Model 3.2The Michigan Model 3.3Guest comparative models 3.4The ‘Choice Model’ and its benefits. 4.0The influence of senior management and their Effectiveness 4.1 policy makers 4.2 senior managers and their frames of reference 4.3 The more effective the better the policies 4.4 The Japanese example 5.0 Conclusion, limitations and proposals 5.1HRM a widespread contemporary, evolving & contingent...
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...A. Introduction Employee satisfaction has been defined as a function of perceived performance and expectations. It is a persons’ feeling of pleasure or disappointment resulting from comparing a products’ outcome to his/her expectations. If the performance falls short of expectations, the employee is dissatisfied and if it matches the expectations, the employee is satisfied. A high satisfaction implies improvement in efficiency and performance doing work or service. The process is however, more complicated then it appears. It is more important for any organization to offer high satisfaction, as it reflects high loyalty and it will not lead to switching over once a better offer comes in. B. Research Problem Employees are the basis of every organization. Recruiting and retaining knowledgeable people for the job is essential for an employer. But it works only if employee satisfaction is considered more important because of it employees attracted and not leave the company. It is require studying the various factors to assess employee satisfaction level. C. Research Questions 1. What is the current employee satisfaction approached used 2. What is the perception of the consumers in terms of the employee satisfaction rates? 3. What do you think should be included in the Employee Satisfaction Index System that will serve as guidelines? 4. What are the ways that the management can do to effectively implement employee satisfaction index system? D. Research Objectives ...
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...Winter Project On “Comparative Study on Employee Welfare Schemes of Private and Nationalized Bank” Submitted for the Partial fulfillment of the requirement for the Degree of Post Graduation Diploma in Management in Human Resource Department Submitted By: Ria Shah INDEX Sr. No. | Particulars | Page No. | Chapter 1: Introduction | | 1 | Employee Welfare | 6 | 2 | Oblectives Of Employee Welfare | 6 | 3 | Principles Of Employee Welfare Services | 7 | 4 | Agencies For Labour Welfare Work In India | 7 | Chapter 2: Research Methodology | | 1 | Introduction: | 12 | 2 | Research Definition | 12 | 3 | Benefits Of Research Methodology | 12 | 4 | Research Process | 13 | 5 | Research Design | 14-16 | 6 | Data Collection Method | 16-18 | Chapter 3: Literature Review | | 1 | Welfare | 20 | 2 | Types Of Employee Welfare Schemes | 21 | 3 | Employee Benefits | 22 | 4 | 2012 Employee Benefits: A Research Report By SHRM | 24-26 | 5 | Laws Related To Employee Welfare (Factory Act) | 27 | 6 | Employee Satisfaction | 28 | Chapter- 4: About The Company | | 1 | ICICI Bank | 31-44 | 2 | The State Bank Of India | 45-47 | Chapter 5: Data Analysis And Interpretation | | 1 | Data Analysis | 49 | 2 | Analysis Of The Data Collected From ICIC Bank | 50-65 | 3 | Findings | 66 | Chapter 6: Comparison | | 1 | Employee Benefits By ICICI Bank | 67-69 | 2 | Employee Benefits Provided By SBI Bank | 70-74 | 3 | Comparison between ICICI Bank And SBI Bank...
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...A critical review of Basford & Offermann 2012, "Beyond leadership: The impact of coworker relationships on employee motivation and intent to stay", Journal of Management and Organization, vol. 18, no. 6, pp. 807-817. Relationships between coworkers have a great influence in people’s lives. While the importance of interpersonal relationships is widely supported by psychological literature, the specific impact of relationships between coworkers has been carried out by too few studies. The present study of Basford & Offermann (2012) was aimed to put an addition to the small but growing interest of researchers on coworker relations. Basford & Offermann (2012) conducted the research to study whether positive employees outcomes may derive from good peer relationship, while negative outcomes obtain from poor coworker relationships. The major aim of this research was to investigate the impact of coworker relationships on the two specific outcomes - employee motivation and intent to stay. In this article, it was comprised of two main parts. First, the examination of whether the relationships of coworkers could, beyond supervisor and senior manager support, become a unique influence on other employees’ motivation and intent to stay. Three relationships, namely supervisory versus coworker relationships, importance of coworker relationships and concurrent examination of coworker and supervisory relationships were taken into examination. Second, the test of the generalization...
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...Executive Summary The banking system plays a vital role in underpinning the economic development of a country. In the backdrop of Financial Sector Reform Policy streamlining the country’s economy, Shahjalal Islami Bank Limited (SJIBL) has achieved great success in all areas of operations with ultimate objective of improving the socio-economic development of the country. This study attempts to evaluate job satisfaction of bank officers of the SJIBL. It focuses on the relative importance of job satisfaction factors and their impacts on the overall job satisfaction of officers. It also investigates the impacts of bank type, work experience, age, and sex differences on the attitudes toward job Satisfaction. The result shows that salary, efficiency in work, fringe supervision, and co-worker relation are the most important factors contributing to job satisfaction. The bank officers of SJIBL have higher levels of job satisfaction and they enjoy better facilities and supportive work environment. Work experience is found as the second most important factor affecting job satisfaction. Sex and age differences have relatively lower level of impact on it. The overall job satisfaction of the bank officers of the SJIBL is at the positive level. 1.0: Introduction With the opening up of the economy of Bangladesh, a dramatic change has been observed both in manufacturing and in service sectors. This has brought higher employment opportunities, increases in income level, and changes in consumption...
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...Hotel Industry in Johor Bahru 1.0 Introduction The hotel industry in Malaysia was considered the second highest industry that contributed to the national GDP. A report from the Malaysia Insider (2010) stated that 9% of the country’s GDP is contributed by this industry due to the increasing numbers of tourists visiting the nation. This can be seen from a 2010 report by the MTPB which showed 16.4 million tourists arrived in 2005, later the number increased to 23.6 million within 5 years. Thus, an increase in the number of tourist means that there will be more job opportunities for the locals. However according to the report from the Ministry of Human Resource in 2009 it mentioned that the Tourism employee turnover in Malaysia is relatively high at 16% and 8% was contributed by hotel employee turnover. Manpower is crucial to any industry but to the service industry manpower shortage would be the biggest challenge faced by the hotel industry when compounded by the issues of staff retention and job satisfaction. In an increasingly competitive landscape, the hospitality industry must endure upon restructuring especially in aspects of career progression opportunities and matching the industry growth with the talent and service levels as well as monetary and non-monetary reward structures. It has become a necessity to look at the context of labour turnover within the hotel industry and decide on benchmark practices to battle the operational and administrative challenges that the high...
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...An analysis of stakeholder management in Project Management of the Tianjin Binhai airport expansion “Phase II” Yuan Aiying 2025888 Dissertation submitted in partial fulfillment for the degree of Master of Science in Management University of Stirling August 2012 Abstract This dissertation aims to evaluate the stakeholder management of the Tianjin Binhai airport’ Phase II project which started in the 2009 and is predicted finishing in 2014. Through gathering the perspectives and expectation of five stakeholders for this project: the Tianjin Binhai airport‘s top manager, the project manager, Civil Aviation Administration of China, the airport internal staffs and passengers, the strengths and weaknesses of the stakeholder management in the Phase II project management. The strengths mainly reflect firstly, the good understanding of the airport managers and staff for the demands of the passengers and combine effectively these demands in the design of Phase II project. Secondly, all estimated stakeholders support and expect good return for the project. Moreover, thirdly, they reach an agreement for the long plan of the airport operation. On contrast, the weaknesses include firstly, some staffs have negative mood for the project and there is poor cooperation between airport different departments. Secondly, both the predication for the airport operation and the identification of the largest shareholder between two stakeholders are different. For the definition of the...
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...CONTENTS PAGE 1.INTRODUCTION 03 2.LITERATURE REVIEW 04 3.ANALYSIS & DISCUSSION 09 4.CONCLUSION AND RECOMMENDATION 12 5.REFERENCES 14 Introduction: A coin has two sides, its universally accepted and there are no argument about it. But when it comes to Human Resource Management and Personnel Management there is a heated argument whether they are two independent sides of a coin, or one is the successor of the other or both are different or are they share mutual processes/ideas. Human resource management is the pillar stone or the rock on which all the managent activities of an organisation or a business rests upon but that does not make it the base of all business activity (Torrington, Hall and Taylor, 2005, p. 1). Personnel mnagement on the other hand was more of an administrative or book keeping function making sure that there were adequate workers to carry out the desired jobs and keeping a check on the relationship between employer and the employee. It is also to be noted that Human resource Management did not evolve on one fine day, it was a long journey starting from absorption and synthesis of various working environments and a combination of pre and...
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...responsibility, not including its own report. Similarly, the World Business Council for Sustainable Development (WBCSD, 1999) seeks to develop a clear understanding of corporate social responsibility, including a matrix of corporate social responsibility indicators. But what is meant by Corporate Social Responsibility (‘CSR’)? Responsibility for what and to whom and who is calling for firms to be socially responsible? This article examines the broad development of the ideas behind CSR within the literature and some of the current attempts to define the social responsibilities of business. It starts by examining the debate about the nature of corporate social responsibility and current attempts to define CSR. It then looks at some theories to explain how and why business might undertake CSR –stakeholder theory, social contracts theory and legitimacy theory. The article concludes by describing ways of assessing corporate social performance – from industry and also from the academic literature. The need for companies to undertake activity that might be...
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...------------------------------------------------- ------------------------------------------------- ------------------------------------------------- Evaluating factors contributing towards low employee morale in the community services directive of Polokwane Municipality ------------------------------------------------- ------------------------------------------------- A Research Proposal ------------------------------------------------- ------------------------------------------------- by ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- Josephine Malesheka Mathole ------------------------------------------------- ------------------------------------------------- Student No. 271199 ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- To be submitted in part fulfilment of the requirements for the ------------------------------------------------- BBA Honours degree ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- at ------------------------------------------------- ------------------------------------------------- SOUTHERN BUSINESS SCHOOL ------------------------------------------------- ------------------------------------------------- ...
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